Anphabe company believes that the higher up in the career ladder, the more the goals of workers shift from "material" to "professional value". In addition to generations, career goals also change significantly according to ranks in the organization.
Employee group: An survey by Anphabe Company shows that income (64%) and stability (64%) are top priorities. Next is balancing work and life (62%). This is a group under great financial pressure in the early stages of their careers, so salaries, bonuses and job stability play a decisive role.
Team leader: Balance (63%) and promotion (50%) are the goals aimed at. The psychological characteristic of this group is increased management pressure, they need balance to avoid exhaustion. Therefore, the ability to maintain a balanced life becomes an important factor to retain this personnel group.
Senior management: Balance (63%), value creation (46%) and professional reputation (46%) are priorities. They want to build personal imprints and affirm professional influence. This shows that managers are not only interested in income but also want to build professional imprints and career influence.
In the context of different career priorities and goals of different personnel groups, Anphabe Company proposes 3 groups of solutions/pillars to help businesses retain talent and meet the maximum requirements of personnel groups.
Pillar 1: Personalized employee experience design by generation
Businesses need to design welfare packages and working environments according to the needs of each target group.
With Gen X and Gen Y: Businesses strengthen work-life balance and provide comprehensive social security, strengthen comprehensive welfare programs.
With Gen Z: Creating diverse learning and experience opportunities, promoting short-term experience projects and digital skills training. A flexible working environment that encourages learning and development will help increase employee engagement.
Pillar 2: Building a "transparent and diverse" development roadmap
The career path should not just be a straight line. Talent development programs need to include: a transparent career path, leadership skills training, along with mentors and advisors.
Combining leadership skills training, coaching and counseling. Especially for Gen Y and Gen Z, career development opportunities can be as important as salaries.
For younger generations, the opportunity to "study with practice" and have guidance from superiors is as important as salary. Businesses can take advantage of digital platforms to upgrade skills for the team.
Pillar 3: Strengthen stability and trust through internal communication
In the age of uncertainty, transparency is the most effective "medicine" to reassure personnel. In the context of many businesses restructuring, information transparency and internal communication play a very important role.
Workers need to feel that the organization has a clear strategy; their work is meaningful; their career future is guaranteed.
Businesses need to clearly communicate about the organizational strategy, helping employees see that their work is meaningful and their career future is guaranteed here. In particular, when the organization applies automation or AI solutions, communication about the new role of employees will help dispel the fear of being replaced.
