Where you all stand
I could now write a brief report here about the demands of Generation Y and Z on the working world. But there are already enough of those. In a nutshell, opinions differ here regarding emerging concepts such as home office, teamwork, anti-authority, or flat hierarchies. Clear structures with simultaneous delegation of responsibility and freedom: "Trust forward, observe behavior, reflect on behavior, and adjust work steps," also known as the tit-for-tat principle. They prefer rather complex jobs with challenging tasks, high team orientation, an international touch, an open and free atmosphere. The Generation Why is probably not modest at all, nor does it have to be. They have grown up in a time when an American anything-is-possible lifestyle has also spilled over into Central Europe. A high degree is expected, including work and travel or an au pair year as a quasi-compulsory subject for their education. This fuels displeasure and annoyance. Phrases like: "...they can't stay focused." Or "...all because of the media. That would never have happened in our time." are surely familiar to them. But before you raise your fists and confess with relief: "Finally, someone understands me." I have to disappoint you. Because I want to urge you to convert all the energy you put into grievances about the younger generations into energy that you can use to see their advantages and opportunities. For every annoyance, there is a counterpart that you can profitably integrate into your (business) daily life.
Averse to conflict and fickle?
In a world where traveling with an ID card is possible to many countries, one must think bigger and more diversely. Thoughts are free, and so are the possibilities. Generations Y and Z are aware of this and have learned to deal with it throughout their lives. Look at their global networking, whether virtual or real, as an opportunity. Who is better suited for stays abroad than your youngest employees? Perhaps they bring ideas from the partner city that enrich your local company? Put yourself in the shoes of a Y-er or Z-er. How important would a lifelong bond with a company be to you if the world is open to you and a new exciting job can be found in no time? How strong would you endure a conflict with your company if you could simply leave because you are quickly and warmly welcomed elsewhere? What really ties you to your company besides the thought: "One must endure a conflict sometimes." If it is the people in your company, friendships formed, and successes that you have achieved, then congratulations. But unfortunately, this is rare among the baby boomers. I do not want to push you to resign, but perhaps you now understand the youngest employees better? Be open in the future and take the time for the newbies. Discuss possible conflict resolutions in detail, develop strategies. Share your conflict resilience. Generations Y and Z gladly benefit from your experiences. But be careful that experiences do not turn into a know-it-all nostalgia.
Cool and individual?
What do your young employees or future employees really want? To work for a "cool" brand. A prominent example: Which sounds more attractive to you? HR manager at an online department store or talent manager at Zalando? Do you understand? Create a character for your company. Connect the HR department with the marketing department and create a corporate identity. It's worth it! This suits the individuality needs of Generations Y and Z perfectly. You will not just be one of many HR managers from different companies, but the Human Resource Manager of the company.
Never stop learning!
Do not be bitter. If you find a tendency of the younger generations absurd, laugh about it. The generations before you (for example, the post-war generation) also had it tough with you. You were once rebellious, innovative, different too. You have taken over the world, and your grandparents have reluctantly accepted it. Now it's the same, only you are grinding your teeth. But honestly, maybe the wheel is just being reinvented over and over again, but it's called something else. For example, what has become of "Carpe Diem"? It's now called "Yolo," you only live once. The meaning remains the same, the thought is the same, and yet you no longer understand the younger generations. So be ready to learn a "new" language. It doesn't have to be exhausting. Generations Y and Z are happy to share it with you, without being condescending. If you don't know the difference between Facebook, Twitter, Instagram, and Snapchat, ask. Y-ers and Z-ers also don't know how to save a cassette with a pencil or a Trabant with a nylon stocking, or how to handle a conflict appropriately. Learn from and with each other. The young generations are attracting attention, and research is constantly producing new reports. But the issue is not new. Generational diversity has always existed. So why not take advantage of the new insights and benefit together from the different influences. What is better than a company that has the right horse in the stable for every problem?
