Giving young workers the freedom to be creative can drive innovation and growth
The rapid pace of liberalization, globalization and technological development experienced by India has created a generation of young people who are entering the workplace having experienced more choice, affluence and independence than their elders. Not only that – they are acutely aware of career opportunities that exist beyond India.
Whereas their parents and grandparents might have stayed with the same company for life, slowly working their way up the ladder, today's young workers feel less loyal towards their employers and are much happier to job-hop to achieve their aspirations. Traditional notions of respect for one's elders are being replaced by respect for competency and knowledge, in the workplace at least. That means young workers are more likely to respond to colleagues they admire professionally, compared with command-and-control leaders.
What young workers want
Nowhere are these characteristics more evident than in India's IT sector, where more than 60 per cent of employees are younger than 30. Managing in a multigenerational workplace, a study by HR consultant Puja Kohli, conducted in collaboration with Indian IT industry body Nasscom, suggests young employees look for three things in a good employer: building skills and competencies; freedom and empowerment; and recognition and appreciation. Kohli identified multiple aspects of working life that fell under the freedom and empowerment category, from vocabulary and dress code to work-life balance and use of social media.
Many IT companies are already responding, in small ways, to the new expectations that young workers have of them. IBM India allows employees to connect their own devices to the organization's IT system, with the required security measures. An internal social networking platform allows workers to raise queries, post views and interact with colleagues without having to go through their superiors.
Other sectors are adapting to younger workers' preferences too. The retailer Future Group in Mumbai, for instance, allows its employees to start work any time between 8.30am and 10.30am, and leave once they have finished eight hours. This allows them to beat the traffic, and also helps to develop a sense of responsibility and self-motivation – two factors that keep them happy and fulfilled and encourage them to stay with the company.
Cultural shifts are needed
Specific initiatives like this are a good start but to really get the best out of young workers, companies need to make bigger cultural shifts such as breaking down old hierarchies and involving all employees in decision-making. They also need to get better at setting a clear organizational vision and direction, and equipping employees with the knowledge and skills to help achieve that vision. When they have varied, interesting work and opportunities to progress, young workers respond with energy and enthusiasm.
That's the lesson for any mid-market business in India. You can benefit from demographic advantages with a young, dynamic workforce that can drive innovation and find new business opportunities – if only you can provide the flexibility that will set them free to do so.
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