The workplace that attracts the talent of the future.

The workplace that attracts the talent of the future.

The demands of the workplace of the future are shaped by new generations and it is important for employers to understand these demands. If we look at Gen Z and also Gen Alpha, who will enter the workforce in a few years, they are digital from birth and have higher demands for transparency, flexibility and meaningfulness than any previous generation. Now every employer needs to think through how they can attract the talent of the future and meet their demands, says Adrian Rzatkowski, employee and mentor at ECIT NORIAN in Poland.

Digital generation with clear boundaries

Gen Z is the first generation to grow up in a fully connected world and we already know that the next generation, Gen Alpha, will be even more digitally integrated. This constant connection makes the younger generation not only technologically savvy but also well aware of the risks and distractions “online”.

We are already seeing that they are actively setting boundaries between work and private life and expect employers to respect these boundaries. Therefore, it is important for employers to create a work environment where this is possible, especially considering that for several years we have set a development that has gone the other way with boundaries that have instead been blurred and where it is not uncommon for employees to read me during their time off.

Adrian Rzatkowski, Employee at ECIT NORIAN Polen

Communication with speed

Det er på tide for bedrifter å revurdere sine kommunikasjonsformer, ettersom tradisjonelle metoder har blitt mindre effektive for disse generasjonene. De verdsetter nemlig hurtighet og ønsker umiddelbar, tydelig og konstruktiv tilbakemelding. Som arbeidsgiver bør man derfor tenke over fremtiden til den årlige utviklingssamtalen – og heller erstatte den med løpende samtaler gjennom året.

It is time for companies to reconsider their communication methods because traditional communication methods are less effective with these generations. This is because they value speed and want immediate, clear and constructive feedback. As an employer, you should think about the future of the annual performance review and instead replace it with ongoing discussions throughout the year.

Instructions should be concise, visual and interactive, consider video tutorials, step-by-step guides and real-time examples.

Many companies today have communication policies that do not allow the use of Emojis. Gen Z and Alpha use Emojis as digital signals to convey tone and intent, which reduces misunderstandings in text-based communication.

Something I want to highlight in particular is that all employees should be trained in digital communication and the importance of giving feedback, says Adrian

Greater flexibility, balance and autonomy

Adrian sees flexibility as a basic requirement for these younger workers as they want control over their schedules and the opportunity to work remotely. They appreciate forethought when it comes to changes and dislike late changes at short notice, which would mean, for example, that they have to work overtime. The balance between work and private life is something they truly cherish, with clear boundaries for working hours and free time. Employers should offer flexible working arrangements, predictable and sustainable schedules and respect employees’ free time.

In addition, an ergonomic and well-equipped office environment is important for those who do not need a fast desk but have the opportunity to move around the office and adapt the workplace to the needs of the day.

Something that will continue to be a pressing issue for these younger generations is that we continue to talk more openly about mental health in the workplace. These colleagues expect openness and also support from their employers when needed.

Need for affirmation

Gen Z and Alpha value being part of a team, but they also want to be known for their contributions. They seek roles where they can develop into specialists and take responsibility for their work.

Leaders of a team with Gen Z and Alpha members should put together a group where there is a balance between joint work and opportunities for individual achievements, so that everyone feels included and appreciated for their strengths and contributions.

Adrian also takes the opportunity to write that his vision of a workplace is a workplace where all generations are represented and valued equally. He also sees how this promotes innovation and helps to anticipate future challenges for the company.

Safe information overload for increased concentration

Our digital age means information overload, which makes it difficult for employees to stay focused. Adrian says he sees a need for employers to support more focused work in the future by minimizing unnecessary communication and clarifying when communication should be directed to a specific individual.

Imagine if the workplace could schedule “silence”, set clear communication rules and implement tools to manage notifications and prioritized tasks. It may sound inefficient, but in fact, a short moment of quiet at work will increase efficiency through better focus.

Expect modern technology and independent support

Gen Z and Alpha expect modern and reliable technology. Delays, outdated systems or technical problems quickly make them frustrated and can lead to loss of production. Employers should therefore invest in a fast and efficient IT environment with modern systems. Also give employees the opportunity to explore all the features of the system because here we have a younger generation that is unafraid to use and rely on systems.

These generations are also resourceful and prefer to independently solve problems instead of wasting time waiting for an answer from a support function. So give them access to the right tools to independently search for the answer.

Career development, multiple roles and “Gig mindset”

Gen Alpha is highly expected to have “portfolio careers”, i.e. multiple sources of income at the same time such as multiple jobs or projects. They value flexibility, independence and the opportunity to have different interests.

Employers may therefore need to reconsider the traditional employment contract and focus on results rather than fixed hours or workplaces.

Given their view on flexibility and their need for their individual achievements to be recognised, the career development offered by the employer should also be personalised, with opportunities for skills development, new roles and possible project work.

Employer branding and community

Social media is important for the younger generation. To attract and retain Gen Z and Alpha, companies need to be active on social media such as Instagram and TikTok to share authentic stories and images that reflect the company’s culture and diversity.

Additionally, creating internal digital meeting places can further strengthen belonging and attract employees to stay with the company longer.

I see that visual representation is important and the company’s website, social media and internal communications should show employees of all ages, especially younger ones, to signal inclusion and attract new talent. It is important that employer branding highlights flexibility, innovation and the development opportunities available within the company, explains Adrian.

Future leadership

Leading the new generation requires leaders who are proactive, empathetic and transparent. The leader should be one step ahead, anticipate the needs of the team, communicate changes in good time and focus on developing their skills in communication, adaptability and emotional intelligence.

Of course, corporate leadership training should also include generational awareness, so that leaders gain a better understanding and can prepare to meet the expectations of young people, says Adrian.

Selskapets lederopplæring bør selvfølgelig også inkludere generasjonsbevissthet, slik at lederne får bedre forståelse og kan forberede seg på å møte de unges forventninger, sier Adrian.

The workplace of tomorrow

From borders created by nations and cultures, we are now seeing that we are starting to move towards a shared world where differences are instead defined by generations.

For companies to adapt to Generation Z and Alpha, they need to embrace flexibility, use digital communication and implement diversity and a culture of immediate feedback and support.

Companies that start now, by updating technology, rethinking communication and creating inclusive generational teams, will be best equipped to attract and retain the workforce of the future. It is not just about being competitive out there, but about creating workplaces where everyone is given the opportunity to flourish.

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