Generation Y: Gewinnbringer Work-Life-Balance?

generation-y

Sie wollen Freiräume, sich selbst verwirklichen und dem Job nicht mehr alles unterordnen. Ihnen geht es um ein ausgewogenes Verhältnis zwischen beruflichem Engagement und Freizeit. Außergewöhnlich ist es deshalb nicht, dass Fragen der Work-Life-Balance (WLB) an Bedeutung gewinnen, wenn Fachkräfte zur Mangelware werden und Vertreter der Generation Y in den Fokus unternehmerischer Rekrutierungsbemühungen gelangen.

Im Rahmen einer Untersuchung der Universität Paderborn hat sich kürzlich gezeigt, dass sehr leistungsorientierte Studierende auf flexible Arbeitszeitmodelle eines fiktiven Arbeitgebers kaum reagieren, während sich weniger Leistungsorientierte mit einer größeren Wahrscheinlichkeit bei einem solchen Unternehmen bewerben würden. Und – leistungsorientierte Frauen fanden das Unternehmen attraktiver, wenn es flexible Arbeitszeitmodelle anbietet. Leistungsorientierte Männer hingegen schätzten das Unternehmen in diesem Fall sogar als weniger attraktiv ein. Augenscheinlich reagieren also „nicht alle Hochschulabsolventen in gleicher Weise auf Work-Life-Balance-Angebote“, so Studienleiterin Jun.-Prof. Anja Iseke.

Unterschiedliche Prioritäten

Letzteres überrascht nicht wirklich und spiegelt ein Stück weit unsere Alltagsbeobachtung wider. Denn während der eine seine persönliche Erfüllung darin sieht, möglichst flexibel einer familienfreundlich ausgestalteten Halbtagsbeschäftigung nachzugehen, kann dem anderen der Arbeitstag nicht lang und das Wochenende nicht kurz genug sein. Wir erinnern uns daran, wie sich Testimonials eines großen Konsumgüterherstellers in Pausen langweilen oder freuen, dass sie um sechs Uhr morgens endlich frisch frisiert in die neue Arbeitswoche („Thank God it´s Monday“) starten dürfen. Das wirkt vielleicht skurril und überspitzt, scheint aber auch vor dem Hintergrund der genannten Untersuchungsergebnisse nur konsequent. Denn die Kampagne zielte genau auf jene leistungsorientierten, akademisch gebildeten Nachwuchsführungskräfte ab, die im Anschluss an ihr Studium zunächst ihr berufliches Fortkommen und die Karrieremöglichkeiten im Blick haben. Wer hoch ambitioniert gerade ins Berufsleben startet, der hat eben andere Prioritäten, als der Familienvater Mitte 40.

Profilierung über WLB

Dennoch, die Prognose, dass flexible Arbeitszeiten, betriebliches Gesundheitsmanagement und andere Maßnahmen grundsätzlich an Relevanz gewinnen werden, scheint nicht allzu gewagt zu sein. Dafür spricht die demografische Entwicklung und der sich in vielen Bereichen verschärfende „Wettbewerb um qualifiziertes Personal“. Unternehmen haben die Möglichkeit, sich über WLB-Angebote auf dem Arbeitsmarkt gezielt wettbewerbsdifferenzierend zu positionieren – etwa bei der Bindung älterer Arbeitnehmer, oder eben bei der Rekrutierung gut ausgebildeter Frauen mit Kindern oder Kinderwunsch. Bestes Beispiel: die Medizin, wo der Mangel an ärztlichem Personal heute längst Realität ist und zwei Drittel der Studierenden weiblich sind. Kliniken, die mit smarten Arbeitszeitmodellen und Kinderbetreuungseinrichtungen zeigen, dass sie die Zeichen der Zeit erkannt haben, sind ihren Wettbewerbern hier im Zweifel ein entscheidendes Stück voraus.


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Generation Y: Gewinnbringer Work-Life-Balance?
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