Freedom beats a company car

With Generation Z entering the world of work, companies are for the first time required to attract, motivate and retain four generations with a corporate culture and to create a working environment in which each generation feels comfortable.

Few managers are prepared for this. It is precisely in the differences between the generations that companies have great potential for innovation, productivity and efficiency, but also the greatest danger of demotivating employees and losing their commitment.

Together with Prof. Christian Scholz from Saarbrücken, we have developed a workshop for managers who work a lot with Generation Z and are themselves X or Baby Boomers.

Life-work balance instead of work-life balance

What are the reasons for the differences and potential for conflict between the generations that we observe in companies? Is it just the difference in age or do the different conditions in which people grew up also play a role?
What do managers do to operate effectively and successfully in a multigenerational environment?
What skills and attitudes do managers need to develop in order to create a cross-generational culture of trust?

Agile teams instead of rigid structures

Sense beats status

Active generation management offers the opportunity to question existing skills and attitudes. The aim is to understand the different motives of the four generations and to derive recommendations for action for day-to-day management.

“Thanks to the newly acquired skills, I feel more self-confident and self-reflective in my new Team Lead role. Some of the insights were real eye-openers. I started implementing what I had learned immediately after the course ended. I can recommend the training to anyone who is looking for new impulses in the area of leadership and wants to strengthen team collaboration and leadership. (Course “The new manager”)

“For years, a department with over 20 employees was managed in a patriarchal manner. The manager is retiring this year. Ms. Schloemmer has therefore spent several years preparing and supporting employees for and during the change process. After creating a Reiss Motivation Profile© for each new manager, we also introduced an intermediate level around the new management and provided each with their own managers. A great deal of empathy and sustainability was required to motivate the employees for the new tasks, filled with new-found and freshly recharged self-confidence. Grosso Modo can reduce the number of employees through natural departures.

We are looking to the future with confidence, and not just for this department!

GrECo, matter of trust.”

“Sonja Schloemmer is an extremely competent, performance-oriented and goal-oriented person. The collaboration with her was always productive, efficient and team-oriented.”

“Ongoing professional training and development of our employees is THE most important asset of our practice. Thanks to an individually tailored training plan, we have been able to open up numerous other specialist areas in recent years, implement additional services and continue to grow. Schloemmer und Partner provided us with perfect support in terms of personal development, strengthening team spirit and improving resilience using the Reiss Motivation Profile.”