ARLINGTON, VA.-The broadcast industry continues to undergo change at an increasing and dramatic pace. Much of that change is driven by rapid technology advances that lead to an increasing number of ways for users to find, receive and consume content. This is ultimately good for business, particularly for organizations that recognize and embrace change as part of their DNA.
Along with these changes in capabilities and consumption, we are also undergoing paralleled generational changes in our workforce. We are seeing, deeply diverse multigenerational workforces-more so than ever before. According to labor and workforce data compiled from the most recent Current Population Survey (CSP, a joint effort of the U.S. Census Bureau and the U.S. Bureau of Labor Statistics), the employment group with the highest percentage of young professionals encompasses the media and entertainment industry, where 36.3 percent of the professional workforce was between the ages of 20 and 34. How big of a factor is the workforce shift for media and tech companies? Do we need to meet the unique needs of each generational group or does one size fit all? Companies that get this right are uniquely positioned, and those that do not risk losing their best talent to competitors or other industries that get it.
There are several areas of change across our industry that require attention, and in-turn offer high potential in the form of return-on-investment and productivity including:
Non-broadcast adjuncts to the traditional distribution model,
Transition to IT, IP, cloud and service-based infrastructure and architecture,
Social media platforms and engagement,
ATSC 3.0 and enhanced broadcast services, and
Outflow of broadcast technology subject matter experts (particularly those with RF and transmission skills).
The big question is whether your organization can simultaneously navigate these new opportunities and corresponding challenges so it can remain competitive and thrive into the future. Leading staff through periods of change is one of the most daunting workplace challenges management will encounter. And organizations that best lead their people through change will fare far better than those that do not. Ultimately, when there is understanding, dialogue, trust and strong management, employees are motivated and inspired to thrive during change.
CHANGE IS CHANGE ACROSS GENERATIONS
As shown in the CSP data (Fig. 1), the makeup of the media and tech workforce is shifting as Baby Boomers (age 52-71) retire and companies become more dominated by Generation X (age 36-51) and Millennial (age 18-35) employees. How does this changing mix affect strategies and success factors as we undergo industry change? Eagle Hill Consulting conducted a nationwide survey across multiple industries and generations, polling employed respondents about their experiences undergoing workplace change.
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ARLINGTON, VA.-The broadcast industry continues to undergo change at an increasing and dramatic pace. Much of that change is driven by rapid technology advances that lead to an increasing number of ways for users to find, receive and consume content. This is ultimately good for business, particularly for organizations that recognize and embrace change as part of their DNA. 
