Matilda Sundåker wears many hats. She is the founder of The Culture Shift – an Amsterdam-based company working with other companies on culture and purpose. She is also a freelance strategy director, a community builder and a learning designer. We spoke to Matilda in her capacity as Hyper Island‘s alumni community lead. We talked about the new generation entering the workforce and what their future workplace hopes, dreams, and expectations, are.
What do you enjoy about the Hyper Island community role?
I think it’s incredible how the methodology of Hyper Island is impacting so many people through transformation and change. What I like the most is how our community has these values and a common ground to lead change – regardless of where in the world we are. That’s mega cool and really sets a foundation for solving problems that matter!
What do you feel are the best things about the current workplace for those entering the workforce in 2020?
Companies need to be more humble to their own existence than they have been historically. There’s so much great talent out there, who aren’t settling. They want to work for a higher purpose. They want more than money and recognition. Since we’re living in a world of constant change, workplaces need to keep up and transform themselves accordingly.
And, conversely, what do you think are the biggest hurdles for employees looking at where to work?
The potential. There’s so many things going on today and, in my experience, young talent feel they need to go straight into the perfect place. Great if you can! But if you don’t, it’s part of the learning journey. Give something unexpected a try. Fail. Reflect on why it failed. Do something different and then try again.
What do companies need to do to engage the best people in this *generation?
Stay relevant in today’s society. Focus as much on how you do something (company culture) as what you do (product, et al). Offer benefits that go beyond salary. Look at the individual – provide space for personal and professional growth.
*Gen Z / Millennials
Are many doing this, or are many missing a trick? 😉
It seems to me that a lot of companies think they know exactly how to do this. But a ping-pong table and beers as benefits feels a bit outdated. They should focus instead on co-creating purpose and culture where I, as an employee, can thrive and grow. No one said it better than Simon Sinek: “people don’t buy what you do, they buy why you did it.”
What does learn for life mean to you and the graduates you work with? How should employers take this info, and act on it?
Life is one long learning journey! As I mentioned before, we grow as we learn. At Hyper Island, this is amongst the first things you learn. So when you graduate it’s important for us – and you – that we facilitate constant learning opportunities.
You mention wanting to help HI graduates ‘lead the change’: what changes are needed?
Finally, what would be your one piece of advice to employers in 2020 – what do they most need to hear from their future workforce?
Don’t fear change. Instead listen to the next generation of talent – they will teach you a lot. Promise!