How the Young Want to Move Swiss Post

Those who work at Swiss Post are on average 46 years old. Only 22 percent of employees are younger than 35, but their voice in the company is becoming louder. What expectations and needs do these young people of Generation Z have as current and future employees and customers of the Post? Can the Young Voice network bring fresh air to the yellow giant?

(Bern) They have grown up with the internet, smartphones, and social media and no longer distinguish between the digital and analog worlds. As part of Generation Z, they are active on Instagram, Snapchat, and TikTok and communicate through emojis, images, and videos. For these young people, the moment, simplicity, and flexibility matter, and they think and work in a completely new way compared to the generations before them. In five to ten years, Generation Z will dominate the job market. Companies would do well to adapt to them. Currently, the average age of Post employees is 46 years, but with the upcoming wave of retirements, it will decrease. Therefore, the Post must ensure it remains attractive to the younger generation.

A Network for Shaping the Future

They are aided by a network for shaping the future: In 2018, a group of young employees at the Post founded the Young Voice network. Their goal? To increase their reach, connect the young, and bring generations together. “Young employees between 19 and 35 years old spontaneously came together to make a difference,” recalls Reto Schindler, 33. He works in the HR department and is a co-founder and active member of Young Voice. Since then, the network has grown and now has around 200 members. “We want to bring in the voices of the young and know what they think in order to shape the future of the Post together and attract young talents. We must address the needs of the young generation, such as the desire for further education, because the young represent our future.” Roberto Cirillo, CEO of the Post, agrees: “The young are our current and future employees and customers. We must learn from them now and understand their expectations and needs. Only then will the Post remain an attractive employer that can provide value to its customers.”

Members of the Young Voice project group (before the pandemic)

Numerous Actions

Meanwhile, Young Voice has become an official internal network alongside other networks such as MOSAICO for language and cultural diversity or RAINBOW for acceptance and tolerance. Young Voice is in regular contact with management, and discussions with members of management, including Roberto Cirillo, often take place to present the concerns of the young. Additionally, Young Voice periodically exchanges ideas with HR and participates in activities related to the “Post of Tomorrow.” Young Voice also participates in reverse mentoring: young employees take on the role of a mentor and coach older management members in areas such as digitalization or new technologies. “This promotes cross-departmental understanding, intergenerational learning, and cross-hierarchy dialogue,” says Luise Bornand, 31, IT project manager and co-founder of Young Voice. Young Voice regularly conducts surveys among young employees and shares the results with the individual departments. This has already led to the implementation of interesting projects. One example: In a pilot project at PostNetz, young employees can embark on a learning journey in a completely different area than their own. And this for four months and in a different region. If the project is successful, such journeys will be introduced throughout Switzerland.

Is the Post Doing Enough for the Young?

In conversations with 19 to 35-year-olds, it is clear that their work must have meaning for them, their supervisors and team should inspire them, and working hours and forms must be flexible. Luise Bornand wonders: “Why not introduce a model where all employees can dedicate 20 percent of their working time to a project that excites them? Or undertake a learning journey in other areas or regions (like in the aforementioned project)?” And as a conclusion: “The Post is moving, but not quickly enough. And that is exactly why we need Young Voice, as a ‘laboratory’ to try out these new working methods.”

Generations in the Job Market

Generation X = 1965 to 1980 Generation Y = 1981 to 1995 Generation Z = from 1995 Source: Federal Statistical Office, 2019

At Swiss Post

The average age at the Post is 46 years 22 percent of Post employees are under 35 years old 81 percent of apprentices are taken on by the Post after completion Young people stay at the Post for an average of 5.2 years PostLogistics has the most young employees Photos: © Swiss Post / Caption for the cover image: Luise Bornand, IT project manager and co-founder of Young Voice