The generations of tomorrow in the companies of today: the example of Markas

06.02.2020 - Germany - Italy - Austria - Romania

How can a company ensure to stay an attractive employer for young people despite of the increasing digitisation? How are new generations supported in the company? And what do companies like Markas do to ensure further education even after they have started to work in the company?

In the context of the 10th anniversary of the project JobTrainer, Sara Dalprà, our Head of further education, was invited to present how the new generations are being integrated into the working world and how they are supported to continue their training after they have started to work. The goal of the event was, above all, to reflect on the didactics related to digitisation and to promote both innovation and the attachment of young people to the territory. A further focus was placed on the 4 paradigms for the education of the new generations in the company.
In the course of her presentation, Sara explained how both young people from the generations of the Millennials and Generation Z and companies deal with the issues related to the training, further education and entry into the working world. Based on these considerations, she presented the 4 paradigms that have been developed within the project and declined them using the example of Markas to show which steps our company takes to promote the training and development of employees.
Further training is continuously promoted in the service company Markas

Education of new generations in the company: the 4 paradigms

Paradigm 1: you never stop learning

In the past, people used to think that they would learn everything they needed for their later professional life at school. Until a few years ago, it was usual to spent the entire professional life in one and the same company until retirement. Today, there is a different opinion: our learning process does not end after leaving school or university. We need to continue to develop and learn. We grow in dealing with other people and situations and learn to cope with a wide variety of situations.

How does Markas apply this paradigm? 
We continuously promote the further training of our employees. Every year, our employees are invited to participate in a free training course for their occupational field in order to stay up to date on relevant topics and gain insights into new developments and trends. A major importance is also attached to diversity management to stimulate the conversation between different generations working in the company. This enables employees to learn from the experiences and ideas of respectively old and new generations. A further step has been taken with Markas Seeds, a project to promote young talents within the company.
Markas relies on a coaching and mentoring process to continuously develop employees

Paradigm 2: you learn from experience

It used to be believed that you would only learn from what you were told and that everyone would learn on their own. Today, we know that the best way to learn is to try yourself and reflect about your actions and decisions. Learning is a never-ending process based on exchange and interaction with others. It is important to learn how to learn, how to adapt, how to interact with others and how to develop.

How does Markas apply this paradigm?
Markas has introduced a coaching and mentoring process that sees the supervisor not as a conventional and traditional boss but way more as a coach who is in constant exchange with his employees and supports them in their professional development through constructive feedback. In his context, the issue of successful leadership also is of great importance. In this regard we focus on two key points: motivation and participation of employees.
Markas offers its employees the possibility of smarworking, a platform with corporate benefits and video interviews for new candidates

Paradigm 3: digital technologies affect to new generations

Millennials, Generation Z and all future generations are used to being surrounded by digital technologies. Dealing with social networks and other digital services is part of their everyday life. At this point, one question comes to mind: do young people and companies still speak the same language? 

How is Markas dealing with this paradigm?
In order to respond to the needs of its employees, Markas has launched some projects to improve the balance between their professional and private lives. While already hired employees can regularly take advantage of the opportunity of smart working, job applicants can decide to conduct their job interview via video since the end of 2019. This allows candidates to better integrate the interview into their daily routines, while saving time and money for arriving at the interview location. In addition, Markas offers a digital platform with corporate benefits through which each employee can individually access offers from various categories such as spare time, fashion, holidays, culture and much more. 
Markas encourages its employees to try out new things and contribute their ideas.

Paradigm 4: entrepreneurial skills for the professions of the future

„We believe that everyone is the architect of his own future. Concerning to the professional future, we always try to keep all possibilities open for our employees so that there are no limits to their development at Markas. It is important to us supporting them in trying out new things, contributing with their ideas without just following prescribed recipes, which would not optimise or develop working methods and processes. You would always stay on the same old level,” says Sara. “Nowadays it’s important to be able to adapt to ongoing changes. For us it means to expect our employees being proactive. Of course this includes not being afraid of making mistakes. You also have to learn how to deal with problems, how to solve them quickly and efficiently and what you can do to avoid them afterwards.”

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