schuift 5 elementen naar voor die je moeten weten over de nieuwste groep jonge werknemers.
  1. Loyalty is backEach of these employees is aware that hundreds of candidates competed for the job, and they're ready to commit to building a long-term career. But they need a reason to stay. They know they bring particular skills to the table based on their digital upbringing, and they want to be assured that those skills are tapped and appreciated.
  2. Engagement is essentialThat need to have their skills matter leads this group to want to engage with clients and, even more important, inside the agency. They respect the hierarchy but don't want to defer. Agency leaders should lean into this requirement, teaching, coaching and nurturing those skills while reinforcing traditional ones necessary for success.
  3. Watch for short circuitsNo doubt, different generations in the workplace are wired differently. The new group came of age finding answers online in seconds and lacks the patience that is sometimes required to navigate processes and systems. It has less entitlement, more enlightenment than the previous wave. We see them circumventing managers (with no ill intent) to get things done quickly, so the potential for clashes is greater than ever.
  4. Make time for face timeThere's a reason the term "generation gap" was coined, and much of it relates to the tendency for miscommunication. Some people are email or text addicts, some communicate via Facebook—but we need to get back to face-to-face. Shared meaning is created through context, tone and body language—none of which comes across with a keyboard.
  5. Harness the coffeehouse effectThese young workers are accustomed to gathering up their electronic devices and meeting in open spaces to collaborate. Like many agencies, we've reconfigured the physical space, breaking down walls and cubicles to enable this type of sharing. Get on it, if you haven't already. This way of working horizontally empowers talent at all levels and gives voice to great ideas much more quickly.