Switzerland boasts a diverse and skilled workforce, characterized by a unique blend of local and international talent. Attracting and retaining top talent is paramount for business success. 

As the business world evolves, so do the strategies for talent acquisition, development, and retention. In this guide, we explore effective HR and talent management practices in Switzerland, with a focus on leveraging the expertise of talent acquisition specialists. 

We’ll also delve into current trends, including the impact of Gen Z on the Great Resignation in Switzerland and how you can combat this in your organization.

Devising a people and culture strategy: Understanding the landscape

In Switzerland, as elsewhere, the workforce is witnessing the effects of the Great Resignation, fueled in part by the preferences and expectations of the younger generation, Gen Z. 

A lot of Gen Z workers are choosing to leave their jobs, and the figures don’t lie. According to research from PeopleCentriX, from 2014 to 2021, about 11% to 15% of Gen Z workers in Switzerland left their jobs on their own. 

In comparison, only 6% to 7% of older generations did the same during this time. So, Gen Z workers were about twice as likely to leave their jobs freely.

And it's not just a one-time thing. Every year from 2014 to 2021, the number of Gen Z workers leaving their jobs went up by 10%. Meanwhile, the rate for older generations stayed pretty much the same.

As a new generation makes up a growing part of the workforce, Swiss companies must prepare for potentially higher attrition rates. To future-proof your organization, embracing people-centric practices will be key. 

By incorporating insights into flexible work arrangements, career progression opportunities, and a strong commitment to things that matter to their people such as environmental, corporate social responsibility, businesses can adapt their strategies to not only attract but also retain Gen Z talent.

What is the key to an effective people and culture strategy?

Once you’ve secured top talent, your focus should shift to development and retention. At Swisslinx, we go beyond traditional talent acquisition by offering insights and strategies for long-term success. 

We have an established network of Consultants who can help clients solve complex issues and support change and transformation.

Effective HR and talent management practices are crucial for the success and sustainability of any organization. 

This can involve development plans, mentoring programs, and ongoing support to foster a culture of continuous learning and growth. Retention strategies are equally crucial as part of creating an engaging work environment that aligns with the aspirations of your employees.

There are many elements to a robust workforce strategy. We’ve gathered some of the best tips and strategies for HR, management, and leaders looking to create an effective people and culture strategy.

Top components of an effective people and culture strategy

Cultivate a positive organizational culture:

• Foster a workplace culture that promotes inclusivity, respect, and open communication. Foster a healthy business culture and if you’re operating a hybrid model, consider how you’re supporting a thriving culture that embraces flexibility.
• Encourage a positive and collaborative environment that values diversity and embraces different perspectives.

Invest in employee development:

• Provide continuous learning opportunities to enhance skills and capabilities.
• Establish clear career paths and support employees in their professional growth.

Effective onboarding:

• Develop comprehensive onboarding processes to integrate new hires seamlessly into the organization.
• Emphasize the company’s values, mission, and expectations from the start.

Performance management:

• Implement regular performance reviews and feedback sessions.
• Set SMART goals and recognize and reward achievements.

Transparent communication:

• Foster open and transparent communication between employees and leadership.
• Clearly communicate company goals, changes, and expectations.

Diversity, Equity, and Inclusion (DEI):

• Prioritize diversity and inclusion initiatives to create a representative and equitable workforce.
• Regularly assess and address any biases within hiring and promotion processes.

Employee well-being initiatives:

• Implement programs that support mental health and well-being.
• Provide resources for stress management, work-life balance, and overall health, and empower teams to practice effective strategies to manage their own professional wellbeing.

Succession planning:

• Identify and develop high-potential employees for key leadership positions, and offer mentoring opportunities to hone their leadership qualities.
• Ensure a smooth transition during periods of leadership changes.
  
  

By adopting these practices, key HR and people leaders can contribute to a thriving workplace where employees are engaged, motivated, and aligned with the organization's goals.

Leveraging talent acquisition experts: The Swisslinx advantage

By staying attuned to industry trends, such as the impact of Gen Z on the Great Resignation, organizations can position themselves as employers of choice, fostering a dynamic and sustainable workforce for the future.

With our extensive network and industry knowledge, Swisslinx stands out as a valuable partner in the quest for top talent. Our dedicated team of talent acquisition experts collaborates closely with clients like you to understand your unique needs and culture. 

Streamline your recruitment processes and ensure a seamless journey from candidate identification to onboarding.

Explore our services, speak to us about your talent needs, and learn how we can support a holistic people and culture strategy.