The next generation entering the labour market has fairly clear ideas of what they want. As a company, you can accommodate their expectations and in doing so recruit the best talent.
In the previous article, our Generation Z representative, Manuel, spoke about the needs of his generation. One of his main arguments was that the traditional career ladder has run its course: “Whether it’s an apprenticeship as a chef, studying IT or a banking internship: if the profession you learned no longer appeals, you simply change it.” And that would be a shame. Because according to Manuel, his generation are willing to deliver outstanding performance – provided they’re happy with their working environment.
So what can companies do to win over Manuel and his generation? We’ve compiled some facts that may help:
- Create a start-up climate
Generation Z want to make things happen. Many of them would prefer to work for themselves rather than for a company. As a firm, you can attract these people by offering them a corporate culture that rewards entrepreneurial spirit and projects that are directly linked to your firm’s success.
- Provide opportunities
The new generation is driven more by opportunities to get ahead and less by money. They act strategically and want to learn things. And they also understand that this isn’t always associated with more money.
- Digital communication?
Although Generation Z are digital natives, this doesn’t mean that they only want to communicate digitally. On the contrary: they want to communicate with their superiors directly and in person.
- Honest managers
Like with direct communication, representatives of Generation Z appreciate honesty and authenticity; they regard honesty as one of the most important management qualities. And would like to be treated accordingly.
- No old boys’ club
Finally, a simple point: Generation Z want to be taken seriously. Generation Y felt that way already, but even more representatives of Generation Z are clear about this demand. Work should be a place for ideas and active involvement, not one determined by rank and age.
Basically, all of these points are relatively easy to implement. In return, you’ll attract tomorrow’s talent to work for your firm. Not a bad deal.
Published 11.05.2017 © Brandsoul AG