How do you motivate young professionals for operational health management? How do you reach Generation Y and Z with your measures and what tricks can you implement in life without costly and time-consuming planning?
1. Generation Y and Z - Who are they and what do they want?
Constant networking? Living in the here and now? Smiling for attention and brimming with self-confidence? How can I gently teach you: Get used to it! By that I don't mean that you should learn to deal with the new "problems," but rather objectively consider these "fruits" and even benefit from them.
Generation Y (1980-1993) and Generation Z (1994-2010) are united above all by their proximity to technology. They have grown up in a digitized world and have learned that all information is accessible everywhere and at all times. So, if one can hardly score with knowledge anymore, one must seek praise and recognition elsewhere. Multitasking ability, high expectations, and immense flexibility go hand in hand with this fast pace. Standing still and watching is hardly a solution. Ypsiloners and Zettlers enjoy in their own way. "I want to be different, like everyone who is different!" Individuality is emphasized, and therefore, in everything that happens, the sense of one's own self is questioned. So, be prepared for a change in perspective when working closely with the post-millennials.
Why not see the often misunderstood high distractibility as a quest for variety and ambition, not bad at all. These generations are chained to social media but do not suffer from it. They have grown up with it and, just like all information, have access to their social contacts at all times and from anywhere. Face-to-face friendship may lose presence, but the importance of friendships remains unchanged.
Who else, if not these generations, could better fuel your desire for change and inspire other employees?
So, let's embark on new successful operational health management measures!
2. Operational Health Management in the 21st Century - Measures and Effectiveness
To come up with operational health management ideas that appeal to your young employees, you must understand what defines them as employees and tailor your measures to meet these needs in order to reach them. One thing is clear: "One size fits all" is a thing of the past. What is demanded is flexible and digital operational health management.
Below, I list some starting points for you:
- Ypsiloners and Zettlers are strongly guided by their emotions, so a good and personal presentation of possible operational health management measures is important. Good marketing provides you with the necessary means to give your projects a sympathetic character and anchor them in the minds of your employees. This way, you give your young employees the feeling of being part of something great.
- Self-determination is highly valued by Generation Y and Z. Therefore, focus on individuality. Offer individual sports courses, where you grant discounts through cooperation with respective sports clubs, or allow your employees to individually furnish their offices and provide a catalog of furniture. Not everyone wants to work in their own four walls all the time. Therefore...
- ...introduce variety into the daily work routine at the company. Fun, diversity, self-realization, a transparent and collegial work environment, as well as a professional, supportive, and appreciative leadership, make post-millennials' hearts beat faster. For example, enable flexible working hours. Whether it's work-life balance (Generation Y) or work-life separation (Generation Z), this ensures your employees have an individual daily routine and fuels motivation. Spatial flexibility is also well-received. Google, for example, leads by example by providing its employees with various rooms for different tasks, such as a mind-mapping room, a research room, or a meeting smoothie bar for external input.
- Actively involve your employees and provide regular feedback. The young professionals of the 21st century may want to work individually and make their own decisions, but they also desire immediate feedback. Start anonymous surveys on various measures, ask your employees what they wish for, or establish committees for different areas, a kind of feel-good management department?
- Lastly, consider the technical affinity of your newcomers. How about a connected co-working space or a cloud? This way, your Ypsiloners and Zettlers can access their workplace from home and maybe work from home when needed. Utilize digital channels and mobile devices. How about a company app that lists all operational health management measures in an organized way and manages participation?
3. Conclusion
The path to success does not have to be long with the right measures. At the beginning of successful operational health management is motivating your team to provide various measures. Start with a general survey, maybe appoint a feel-good manager, and emphasize what could be possible.
Then rely on the creativity and innovations of your employees and actively involve them. This way, you promote team spirit and satisfy the need for exchange and feedback among your younger employees. In a respectful environment, people enjoy working, are less stressed, and you will have fewer sick leave or resignations on your desk in the long run.
And so, even the most freedom-loving Ypsiloner or Zettler will stand loyally behind your brand, your company, and your team.
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