Rethinking Time Management and Leadership in Light of Demographic Change: Promoting Performance, Reducing Stress, and Strengthening the Team Across Generations

In the working world, time pressure and stress are increasing, a phenomenon often referred to as "time poverty". This constant pressure can significantly reduce employee productivity. In many companies, presence at the workplace is mistakenly equated with productivity, with promotions often being awarded based on work effort rather than actual performance. In fact, good work results require efficient and focused work, not multitasking or a culture of constant busyness.

As leaders, we must take measures in the future that create an optimal working environment and support our employees. It is important to ensure that our employees have sufficient time for focused work, also known as "Deep Work". This promotes productivity and creativity. Furthermore, granting freedoms in the form of workations improves employee well-being and increases motivation.

To promote performance, we should reward employees for results achieved rather than on-site attendance. This can help create a result-oriented culture that applies across working generations.

Generation Z, born between 1995 and 2009, values morality and sustainability at work. They prefer to work flexibly and independently from any location and place importance on a "purpose" in their work. They do not want a boss, but a coach, and tend to change jobs quickly when faced with new challenges. Generation Z has excellent digital skills, but often soft skills that need development.

Generation X, born between 1965 and 1979, generally has greater crisis management and adaptability skills, presumably due to their experiences with radical changes such as digitalization, recession, and high unemployment. They have a strong work ethic and are often willing to take on more responsibility, but tend toward a sequential, prolonged work style.

The challenge for companies is to find the balance between hiring young, digitally competent Generation Z employees and more experienced Generation X employees. And, how can companies take into account the different needs and work styles of Generation Z and Generation X and create a work environment that supports both?

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