... without breaking egs – that's what they say when you think of a wide variety of office scenes. Through HR glasses, this section picks up on some of them. What is there to say about this from science and practice? We address experts who pass on insider knowledge and experience.

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Prof. Dr. Peter Höher, ISM-Dozent für den einjährigen Zertifikatskurs „Coaching“ an der ISM Academy

Guest in this newsletter: Prof. Peter Höher, Lecturer for Coaching at the Kienbaum Institute @ISM

"When I talk to HR colleagues, we're discovering that HR departments are no longer completely willing to go along with the requirements of GenZ and GenAlpha. You see graduates with one to three years of professional experience who have horrendous salary expectations because they believe that 'I'm wanted! 'I'm wanted after all! This is one development - whether there is a shortage of skilled workers or not, with an increasing tendency to strive for a low level of international mobility and preferably no personnel responsibility. 

The second development concerns artificial intelligence, which - in addition to the opportunities - is dramatically changing the market today and will continue to do so massively in the future. What I mean by this is that lower and middle management will become partially replaceable in traditional management and leadership tasks. On the consulting side, we are currently experiencing numerous takeovers of companies in Germany, and there are many restructuring trends in which personnel are once again being reduced as a cost factor instead of focusing on human capital as an investment factor. 

The third thing we are experiencing concerns an ageing workforce. We will have to adjust to work until the age of 70 and beyond. Healthy leadership is a mega topic. However, the reality on the market is that the 50+ generation is still being avoided. According to the motto: they are expensive. For me, this is an imbalance in this development. I recommend retaining people over 60 because they often show greater loyalty to the company than younger people with less branding affinity towards a corporate brand, especially if they are returning to work."