Driven by a deep desire for purpose, growth and fulfilment, younger generations of professionals are defying traditional boundaries, fostering enjoyment and creativity in the workplace and viewing offices as collaborative playgrounds rather than mere workspaces. Nicole de Fontaines lays out ten steps for creating an inclusive and growth-oriented environment for young professionals.
As the global talent pool tightens, it’s more important than ever for organisations to welcome the fresh perspectives of young professionals and actively engage with their ideas.
These are the trailblazers of a post-COVID workforce, entering without any memory of the traditional 9-to-5. Their latter education was largely digital, and global uncertainty has become their companion. But within this uncertainty lies a wealth of opportunity.
Our latest report from The Global Alliance in Management Education (CEMS) highlights the value young people can bring to the world of work and offers ten actionable strategies for companies to help them harness emerging talent effectively.
Embracing change is key to progress
It is clear from the interviews we conducted for the report that young professionals can bring a powerful professional impact to today’s workplace. Many graduates are leading the way in reshaping career paths and redefining what work can mean. Their goals go beyond traditional boundaries, driven by a deep desire for purpose, growth and fulfilment. As they embark on their careers, they remind us that embracing change is key to progress.
Feedback from young people interviewed for the report highlight the shift towards digital prowess as the new cornerstone of job security. They underscore the importance of fostering enjoyment and creativity in the workplace, viewing offices as collaborative playgrounds rather than mere workspaces. Flexibility allows them to blend work with life experiences, including a penchant for work-related travel.
This generation approaches career progression differently, valuing happiness and personal enrichment alongside traditional advancement. They’re adept at navigating the deluge of information from social media, honing their skills in filtering what’s pertinent.
Catalysts for positive change
Many corporations are buoyant about the potential of this new breed. They see these young individuals as catalysts for positive change, eager to contribute and be valued. Rather than dwelling on pessimistic narratives, organisations we work with are embracing the idea of nurturing bold, empowered teams, recognising that every employee can become an ambassador for recruitment.
Susanne Iser, a director at Beiersdorf AG, backs this up:
I have a positive attitude to the new generation in the workplace. They bring freshness and new and healthy ideas about the world of work. They have a more holistic work concept, looking at it as an integral part of life.
They are courageous, know what they want and can articulate it. They have trust in themselves and have worked hard to ensure they can make the most of their education. The learning for companies is that we must listen to what [young people] want. If we don’t, they will move on, with no hard feelings.
Reciprocal learning
There is real value in listening to and engaging with this new generation’s insights. It’s also crucial that recent graduates benefit from the experience of seasoned colleagues. Successful organisations recognise that a dynamic, reciprocal learning environment, where new hires innovate alongside more experienced team members, enhances growth and keeps the workplace vibrant.
Francesca Morichini, chief human resources officer at Amplifon, explains in the report that:
Young people are clear they want to find purpose in their work and enjoy it. Having an impact on their community is very welcome and helps us know what we need to do to engage with them. However, it is important to balance needs and wants with an understanding of the requirements of the business. There are some actions, contents or ways of working that are required to make the business work and perform.
The desire to be valued and heard is something we perceive very strongly in our young people and it’s critical for us to build this into our culture. We value young people who want to share, speak up and have an opinion independently of their seniority. Having a bold and empowered workforce can only help the organisation.
At the same time, we recognise that young people can’t be expected to understand the complexities of an organisation or how best to make an impact straight from the classroom. We’re working to harness the power of this new workforce by giving them the opportunity to build new capabilities and competencies that help them navigate and interact in a positive way with the rest of the organisation.
Ten tips to harness young talent
These ten strategies, shaped by contributions from CEMS academics and corporate partners such as Beiersdorf AG, Amplifon and Santander, offer leaders practical steps for creating an inclusive and growth-oriented environment for young professionals:
1. Listen without prejudice
Take the time to understand the perspectives of young professionals without preconceived notions. Understand what motivates your young talent and what they value, and be flexible. Embrace their ideas and insights, recognising the potential for innovation and fresh thinking they bring.
2. Form intergenerational working groups
Foster collaboration between different age groups within your organisation, creating opportunities for knowledge exchange and mutual learning. Each generation can offer unique perspectives and experiences that enrich the collective wisdom of the team.
3. Frame decisions with purpose
Consider the impact of every decision on people, planet and profit. Ensure that organisational actions align with values of sustainability, social responsibility and ethical conduct.
4. Communicate and clarify
Transparent communication is essential. Clearly explain the rationale behind organisational decisions, highlighting areas where young professionals can contribute and make a difference. Be open to new methods of communication. The best ideas don’t have to come from face-to-face meetings.
5. Invest in skills development
Prioritise continuous learning and skill-building initiatives to empower young professionals to thrive in diverse contexts. Encourage agility and adaptability, maximising the learning potential of every experience.
6. Cultivate an inclusive culture
Create a workplace environment where young professionals feel valued, respected and empowered to contribute. Embrace diversity and inclusivity as drivers of innovation and organisational success.
7. Stay attuned to evolving needs
Recognise that the preferences and priorities of young professionals are constantly evolving. Stay informed about the motivations and aspirations of the current generation to effectively recruit and retain top talent.
8. Look beyond grades
When evaluating candidates, prioritise qualities such as adaptability, willingness to learn and potential for growth over traditional metrics like academic grades. Recognise that aptitude and attitude are valuable indicators of future success.
9. Encourage experimentation
Foster a culture of experimentation and risk taking, in which young professionals feel comfortable exploring new ideas and initiatives and failure is seen as a valuable learning opportunity.
10. Provide opportunities for growth
Offer young professionals controlled environments where they can stretch their abilities and take on new challenge.
Embracing and nurturing young talent is no longer optional. It’s a strategic imperative for organisations that want to thrive. By creating environments where fresh perspectives and seasoned experience intersect, companies can foster a dynamic workplace that fuels growth and future readiness.
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- This blog post represents the views of its author(s), not the position of LSE Business Review or the London School of Economics and Political Science.
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