According to Academic Work’s YPAI 2024, 55% of young Swedish employees can see themselves in a leadership role in the future. This indicates a promising potential for Swedish companies to secure competent and engaged leaders.
At the same time, we see that young managers often experience poorer working conditions and health compared to their older colleagues.
This underscores the importance of providing the right support to make leadership roles sustainable and attractive for future generations.
Despite the potential among young employees, there are challenges that organizations must address. To create sustainable and attractive leadership roles that appeal to young talent, organizations must actively work to eliminate obstacles such as stress, unclear expectations, and lack of support—factors that often discourage young talent from taking on managerial roles. When young employees see that their leaders thrive and receive the right support in their roles, their own interest in leadership increases.
Organizations can take proactive measures by creating:
• Clear roles and responsibilities – Young managers need to feel secure in their roles. By clarifying job tasks, authority, and expectations, it becomes easier to manage responsibilities and perform effectively as a leader.
• A balance between demands and resources – When organizations ensure that resources and support match the workload, the risk of burnout decreases, making leadership roles more sustainable. This could involve ensuring that managers are not overloaded with administrative tasks or that they have sufficient resources to support their teams.
• A culture that supports leadership – Organizations need to foster a workplace culture where it is okay to ask for help, learn from mistakes, and discuss challenges openly. Mentorship, coaching, and leadership programs are valuable tools for strengthening young managers, along with regular forums where leaders can share experiences and connect with more experienced colleagues.
To successfully implement the above measures, organizations also need tools that provide continuous insight into how managers and employees perceive their work environment.
Pulse tools are particularly valuable in a world where organizations need to quickly adapt to changes and identify issues before they become critical. By measuring and acting in real-time, you can ensure that both managers and employees work in a sustainable environment. For example, through a pulse tool, an organization can identify that managers experience high stress during budget periods. These insights can lead to the provision of time management support or mentors to help managers prioritize more effectively, thereby improving the work environment for everyone.
What do your leadership roles look like today? By investing in the right support and tools, you can not only attract young talent to leadership but also shape the future’s attractive and well-functioning work environment.
