Bridging the gap – tips on how business owners can create youth-friendly work environments

Bridging the gap – tips on how business owners can create youth-friendly work environments

It is fair to say that any entrepreneur who has been in business for even five years has felt a overwhelming sense that the world is changing at an alarming speed.

It is a challenging experience, given that owner-managers try to build stable, long-lasting systems in their business. All the while, however, technology and markets are changing relentlessly around them, says Amogelang Montane, human resources business partner at Business Partners Limited.

One of the best ways for an owner-manager to ensure that their business adapts to these rapid changes is to employ young people. They are digital natives and can help streamline processes, improve online presence, and introduce automation tools, says Amogelang.

A business that ages with the same employees runs a real risk of stagnating, while new, young employees often challenge the status quo and bring fresh ideas that can spark innovation. Hiring and nurturing young employees is therefore a crucial long-term investment for any business, but how do you make your business more attractive for young talent?

There is plenty you can do, says Amogelang:

1. Express the values of your business: Unlike previous generations, today’s young professionals are drawn to organisations that stand for more than just efficiency or profit. They seek out purpose-driven companies that have a positive impact in the world, whether through sustainability, inclusivity, or social responsibility. While most businesses have a set of moral values that guide its decision making, these values often remain unspoken about.

Think about the broader values that drive you and your business, discuss them with your team, and put them in the forefront of your operations. Not only is this a powerful team building exercise, but when done with authenticity, it can transform your business to become a magnet for top young talent.

2. Offer flexibility and work-life balance: Nine-to-five work schedules and having everyone at their workstations may make the most sense from a manager’s point of view, but the new generation of workers value freedom and autonomy as much as they value the remuneration aspect of their jobs. If you can offer flexible schedules and remote working options, as well as perks such as mental health days, you will be so much more attractive to younger professionals.

3. Emphasise growth and learning opportunities: Ambitious, talented young professionals place great value on continuous learning and career development. To attract and retain them offer clear and diverse pathways for career progression, not only a single route to the top, but multiple avenues towards a meaningful and fulfilling career.

Implement mentorship programmes, provide ongoing training, and establish regular feedback systems to support their development. It is also important to manage the expectations of first-time employees. Many enter into the workplace with idealistic views of rapid advancement and overestimated abilities. Through thoughtful guidance, support and active listening, you can help align their expectations with reality, while keeping their motivation and enthusiasm alive.

4. Use digital communication tools: The new generation can adapt quickly to any digital platform that you might use for your business, and chances are they are already very comfortable with systems such as Slack, Teams, project management apps or Google Workspace. These systems enhance communication and collaboration and provide the kind of real-time feedback that young professionals are comfortable with.

5. Foster a workplace culture that values inclusivity and transparency: The youth appreciate environments where they can be themselves. Promote open dialogue, encourage idea sharing, regardless of title and seniority.

6. Run internship programmes: Internship programmes are a powerful way to introduce young people to your industry while meeting short-term business needs. It differs from a probationary period in a few ways. It applies to first-time workers, it can often be longer than the standard 3-month probation, there is no expectation of employment after the programme, remuneration is often lower than full employment and its emphasis is on training, often in collaboration with an outside institution. Explore government initiatives where you can benefit from Seta-trained graduates.

Apart from bringing fresh perspectives and energy into your business, internships are a great way of testing the capabilities and cultural fit of potential full-time employees. Because an intern is an extra set of hands in your business, they often work on projects that would otherwise be neglected.

If the programme goes well, the intern can become a valuable long-term employee of the business, and even if they don’t, they will venture into the industry as champions for your business.