Human Resources

What’s important to young professionals?

Yesterday they were still at college or doing an internship; today they’re in a job: Young professionals enrich companies, bringing creativity, up-to-date knowledge, a fundamental understanding of Gen Z, and a fresh mindset for looking at things without bias. They have huge potential to achieve and their energy and creative drive will seem to move mountains. It’s no wonder that HR recruiters are vying for young talent – and then finding out as they negotiate that this generation is confident and knows its value. How can companies win the “battle for talent”?

#1 Cementing diversity in the corporate culture

Young professionals choose their career based on different criteria than the generations that came before them. They’re not only looking for a job to earn a living, but want to realize their potential and stay true to their values. Diversity is extremely important to young employees. And they’re keeping a close eye on businesses: Which HR departments are not only talking the talk about gender equality and a fair organizational structure, but actually implementing them in practice? Are colleagues given promotions on the basis of their talents and abilities or because of old-boy cliques and traditional networks? What does the senior management team look like and who makes the financial decisions? The answers to all of these questions provide an insight into whether diversity is actually a strong part of the company’s culture and will inform decisions made by young professionals. In a fascinating interview, Dr. Emilia Roig explains just how diverse the marketing sector really is.

#2 Improving the employee experience

In human resources, we come across the concept of the “employee experience”. Far more than just a buzzword, this is the golden key to attracting and retaining motivated employees. It’s no secret that employees show enthusiasm for their work when managers and colleagues show their appreciation. Naturally – everyone needs to hear some praise now and again. However, there is still more to ensuring a good work atmosphere for day-to-day interaction. Do you know what’s important to your employees and colleagues for achieving their goals? What about their wellbeing, sense of belonging to the team, and professional challenges? The more effectively HR managers can answer these questions, the easier it will be to improve the employee experience.

#3 Bringing in external expertise

Every HR department should make sure that employees work on tasks that are a good fit with their skills. The company cannot achieve its full potential if employees run out of energy on route to the next milestone due to having to make too many detours. Employees spend a lot of time on tasks unrelated to their specialization. Hyperspecialization leads to greater productivity, but the expertise is often not available in-house, or cannot be acquired in the time available. One solution: outsourcing tasks to external suppliers to take the pressure off employees within the company. This allows employees to focus their skills and energy and achieve excellent results.

#Initiating teambuilding measures more than once a year

Many teams are suffering from work-from-home blues after the pandemic. A number of human resources departments know this very well and have made it their goal to increase their employees’ engagement with the business and strengthen team morale within the company. Teambuilding measures build trust within the company. They connect people and have a positive effect on employee interaction and performance at work. These 5 effective teambuilding tips offer ideas for encouraging open and friendly interaction.

Human resources: fully utilizing potential

One of the goals of all human resources managers is to ensure employee satisfaction. When the employee experience is positive, employees remain loyal to the business and bring all their knowledge and commitment to the job, putting the company first. It is therefore essential that modern employers can identify effective strategies for a positive employee experience – and implement them for the long term.