The Great Resignation, Millennials and Gen Z, and the Future of the Lighting Industry

By Zac Tschillard, Roth Lighting, Las Vegas

A recent story from ABC News has given me pause. It’s made me think about the future of the industry from a different angle, and about the future of lighting reps.

I’m talking about the Great Resignation. It sounds like a whole bunch of people walking off the job at once – and that’s exactly what it is.

Anthony Klotz, an associate professor of business at Texas A&M, coined this term in late 2020. He noticed several converging factors that signaled a seismic shift in the way we work: a backlog of resignations, widespread burnout, and people re-evaluating their relationship with work. These three signs that a change was at hand were already present before COVID-19 upended our lives. The Great Resignation just needed something to pull the trigger and get the ball rolling.

The pandemic did just that. It provided the opportunity for remote work – an escape route from the burnout and dissatisfaction, the feeling that we’re working too much for too little satisfaction. Now, almost two years later, as the pandemic subsides, returning to the workplace now seems more plausible. But people aren’t so anxious to give up the benefits of remote work.

So, I got to thinking – how will this affect the lighting industry, and specifically, how will it change the lighting rep arena? And what can we do to make the transition smoother?

Statue of Liberty NYNY Hotel, Las Vegas. Roth Lighting replaced high output fixtures with new LEDs - Ecomax branded fixtures.

Photo Credit: Roth Lighting

Who will carry the torch forward?

I decided to look at my very limited demographic information from MailChimp. Presently, about 40% of lighting reps are between 55 and 64 years old. They are approaching retirement age. Another 23% are over 65.

In contrast, fewer than 3% are between the ages of 18 and 34. As industry professionals, we need to ask ourselves, why this difference in numbers? How much of it has to do with the Great Resignation? And, most importantly, what can we do to encourage younger people to step up and pursue a career as a lighting rep?

As part of the Great Resignation, people are re-evaluating their lives, and how their work fits into their life and their value system. No generation is more affected by this than Gen Z, the youngest people in our industry. According to Forbes, these young people in their early twenties want to seek meaningful jobs and be true to themselves, and will leave companies early on in their career if they don’t feel like their values fit in.

There’s a real “war for talent” going on right now, says Steve Crocker, senior vice president and general manager of U.S. construction at WESCO. How can our industry rise to the challenge? What will we do to retain talented young people and interest them in carrying the torch forward as more and more lighting reps retire? How can we help Gen Z, barely into the work force, develop the technical, interpersonal, and problem-solving skills needed to be a good lighting rep who also finds satisfaction in their career?

London Bridge, Lake Havasu, AZ . Roth Lighting replaced incandescent lamps with a new full color changing cloud based DMX system.

Photo Credit: Roth Lighting

How are companies responding to the Great Resignation?

Steve Crocker says that his company, WESCO, is working to “harmonize and modernize” their benefits and retirement packages. This is part of the flexibility that younger people considering our field are looking for. The Great Resignation has only amplified Gen Z’s tendency to place importance on much more than a paycheck.

They’re also looking for flexible hours. They want the ability to merge their work and non-work lives in a way that allows for activities like travel and exercise, things that promote their health and well-being outside the workplace. Both Gen Z and millennial workers are focused on being more than a cog in a machine. They want to make an impact as an individual. To that end, environmentalism and human needs are top on their list of concerns.

So how can we tap into these desires and make it more likely that these talented young people will want to join our industry?

Besides flexible work conditions and hours, the younger generations’ concern with the environment is probably our best opportunity. After all, environmentalism and human needs are a big part of how we design lighting for various environments. It should be part of our work lives as well. Millennials and Gen Z will be attracted to a career that emphasizes this.

Sun's Out Buns Out at Resorts World, Las Vegas. New construction where Roth Lighting installed Gammalux custom recessed ceiling fixtures.

Photo Credit: Roth Lighting

What resources are available to promote our industry?

College programs:

There are many fine programs at the college level that teach both the technical and design aspects of lighting. One example is the Lighting Program at the University of Colorado, Boulder. Another is the MFA Lighting Design program at Parsons School of Design in New York City, where students interact with peers in architecture, interior design, and product design programs, and even have the option of pursuing a double major in lighting design along with either architecture or interior design.

Mentoring:

But where can young people acquire the interpersonal skills that will enable them to succeed as lighting reps, and remain in the field long-term? Where will they develop the communication skills needed to work with clients, to effectively explain the big picture thinking that goes into a lighting plan so that their client understands its value?

It seems to me that it’s up to those who have spent years in this field to find ways to mentor those who are just starting. College programs are all well and good, but the personal mentoring of an experienced professional has a greater value than any course work. A mentor is not just someone who passes on technical knowledge. They can light the spark of enthusiasm in the next generation of reps by being ambassadors for a career that has given them a lifetime of satisfaction and financial gain.

Without this mentoring, it’s questionable whether there will be enough younger people stepping up to replace experienced reps as they retire. And without new blood, there’s a risk that the lighting field will ultimately suffer significant attrition.

The Illuminating Engineering Society:

The premier professional organization for lighting reps, the IES offers an annual conference and has student chapters at many colleges that offer lighting programs. Through the IES website (www.ies.org), young professionals can access webinars, podcasts, and a library of courses, from basic to more technical.

How can your company use these resources to address the changes brought about by the Great Resignation? Let’s all do our part to go out and share this exciting career option with the world. ■