How can we cultivate young leaders in the wake of high employee turnover rates, a challenging job market and new working environments? It may sound like an impossible challenge, but it doesn’t have to be. Cultivating young leaders can be a satisfying solution for all parties.
Leaders should foster budding talent by promoting flexibility, engaging with employees through continued training and spearheading a purpose-driven work culture. Let’s look at how these three strategies can help grow and support talent.
Reward flexibility
The pandemic exacerbated the need for workplace flexibility, and the Gen Z and millennial workforce has prioritized this flexibility. Flexible work hours and culture have also become highly desirable for parents and caregivers with responsibilities at home. Organizations must accommodate a better work-life balance to stay ahead of the competition and support their employees. With many people working in and out of the office, the blend of work and life needs better operational support.
Enabling flexibility outside of the traditional 9-to-5 typically boosts employees’ loyalty and makes them feel valued within the organization. Leaders must reflect on the outcomes of adopting greater flexibility, establish protocols and ensure employees follow the parameters. Culture plays a massive role in whether peers can embrace flexibility, and leaders should lead by example when pushing for changes.
Promote training mentorship
As young employees develop and settle into their careers, these professionals look to leaders for mentorship. As employees advance, many will seek opportunities to develop their skills and knowledge while networking with senior leadership. While HR could certainly help make introductions and facilitate new connections, leaders should take the initiative, branching out to make connections and remaining open-minded with young professionals. Mentorship and training programs will enrich the growth of these emerging leaders.
In training sessions, employees can learn valuable skills like improving soft skills that equip them to build better client relationships. A successful mentorship program could help ease the transition of succession. As a result, leaders can expect fortified retention.
Continue building a purpose-driven culture
As recent generations find interest in organizations with a purpose-driven culture, it’s imperative to find a middle ground. Whether the company is investing in wellness or continued education, Gen Z and millennial employees will return the appreciation through commitment. However, companies that scrap the idea of evolving risk losing the loyalty of these young professionals.
A job is more than simply a source of income — it’s an opportunity to find professional passions and positively change work environments. HR and leaders can collaborate to open opportunities for growth, such as allowing younger employees to assist in spearheading initiatives and joining work committees. Opening opportunities for involvement can help employees build a strong office culture and show how they really shine. Employees who feel strongly about what they do in their professional lives are more likely to become motivated future leaders.
Leaders integrating these approaches should not forget to maintain them. Allowing employees the freedom to have flexibility and purpose impacts the entire team, and embracing budding leaders could be the missing piece of a company’s retention and recruiting efforts.
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