The experience economy: why do managers of the future choose large companies and how to deal with it

Leading companies began to work with a new generation of employees and which way this work should go HR experts discussed at the closed professional discussion that took place in the framework of the conference "Management of the Future - 2017" on the GSOM SPbU "Mikhailovskaya Dacha" campus.

 

 

The first session of the discussion was devoted to the results of a study of the factors motivating  young people to work in large companies. The study was conducted by the organizers of the conference under the supervision of the GSOM SPbU professor Marina Latukha among 560 students aged 18-25. According to its results, the overwhelming majority of respondents, five years after receiving higher education, see themselves as leading managers of large companies or entrepreneurs. At the same time, the main reasons motivating the work for students are the presence of interesting problems and the possibility of professional development. 

 

 

 

"Today we are dealing with the experience economy, which comes to replace the information economy. For young people, the choice of the field of activity and place of work is determined primarily by the impression that is formed under the influence of a number of factors. Among them is the possibility of self-realization and development, independence, choice of flexible schedule, teamwork and close contact with the manager, socially significant goals and results ", said Sofia V. Kosheleva, professor at the Department of Organizational Behavior and Personnel Management at GSOM SPbU, commenting on the results of the study.

 

At the same time, experts note that a flexible schedule is not significant for young professionals today. They are ready to work in the regime dictated by the company if they see clear goals and know what they are working for.

 

 

The panelists concluded that rapid career growth within the company is now possible in developing market sectors, for example in IT or pharmaceuticals. This is due to the growth in the number of jobs due to enlargement, diversification or the withdrawal of the company to new production volumes.

 

A special place in the discussion was the question of the role of mentors in the development of young talent programs. Experts agreed that in the FMCG sector the role of the mentor is extremely important. In addition, some companies use a mentoring tool. "A mentor transmits direct experience and is the bearer of the expertise of a function. The purpose of working with the mentor is the career development of the program participant and his soft-skills. For example, in the leadership program of Severstal, the participants have two mentors, which makes it possible to learn from two different leaders at once", says Anna Butova, the leader of Severstal's leadership program.

The second session of the discussion was held in the format of a focus group. Experts discussed the practice of attracting and retaining young talents, as well as the corporate culture in the future. Participants of the discussion agreed that due to the lack of talent, it is now necessary to develop the staff within the company through internal recruitment. In addition, as important tools to attract young talent, experts noted cooperation with universities and schools, as well as organization of internships and summer schools from companies. To retain talent, according to the participants in the discussion, it is important to create career planning systems that will help to grow the workforce within the company. Experts believe that the development of the employer's brand has the greatest importance in attracting and retaining young professionals. Speaking about the corporate culture of the future, experts noticed that this formulation is incorrect, because the culture, being the totality of the significant ideas and values broadcasted, received and realized in the company, reflects the uniqueness of the business atmosphere, the spirit of the company. According to experts, in matters of corporate culture it is important to pay great attention to the development of mechanisms for the continuity of values, knowledge and experience, as well as the adaptation and involvement of young professionals.  
 

The event was attended by representatives of Sibur LLC, CROC Incorporated CJSC, BIOKAD CJSC, PJSC Severstal, Coca-Cola HBC Russia, Rosneft, VTB Bank (PAO), SPIBA, PJSC Megafon, Kelly Services Engineering Resources. The moderators of the discussion were Elena Topolskaya, BCG consultant and Marina Latukha and Sofya Kosheleva, representatives of the Graduate School of Management of St. Petersburg State University. The discussion was held with the support of Coca-Cola HBC Russia and the expert partner of the conference - The Boston Consulting Group.