GenZ leaves their employers in a state of shock

The question arises all the more as to how much you can actually demand as an employee at the moment – when even highly trained people stumble and young academics find it difficult to find their way into the job market.

The demanding GenZ

Nevertheless, demands continue to be made, as can be seen from the expert discussion. The younger generations in particular do not seem to be deterred by crises. Gabriela Loreth-KurzCFO of the Austrian Red Cross, even observes a certain state of shock in some companies when young employees demand more. “They have very clear ideas – they know what they want or don’t want.”

Some managers are overwhelmed by this because they haven’t given it enough attention so far. That has to change: “A relationship only works well if there is a balance between those who want something and those who give something,” she says.

If young people had clear ideas, managers would also have to send clear messages. “It is a leadership task to pick up the young people and ensure that everyone can dock well.” At the same time, not every claim can be resolved solely through salary or benefits. “If the environment is right and you are happy with the team and the work, things can be a little worse.” A good feedback culture and a solid communication basis are crucial for this.

Another change

Sea Reinhard PachnerHead of Human Resources at RAG Austria AG, the job market will continue to change anyway. “We have an employer market. Now it’s changing again. We’re now looking for employees with qualifications that are rare. In certain areas there aren’t that many trained people yet, especially not with experience.”

Added to this is demographic change: “In the medium to long term, we will have to consider making the corporate culture Gen Z-friendly.” From his point of view, it’s not difficult. Ideally, more involvement in decisions, regular feedback and meaningful work are needed. “With these three topics you are already well on your way.”