It has become a trend in financial services to replace older, more experienced employees with younger ones. I have seen this trend towards juniorisation happen in relationship managers at private banks as well as in financial and research analysts across the entire spectrum of banking, It is a trend that exists predominantly in larger banks and asset managers to save costs, but I suspect it also exists in all kinds of service industries. But does it work? To find out, it is helpful to look at the performance of truly junior salespeople, the Girl Scouts of America.
It makes sense that a team with a good mix of youth and experience can be successful while keeping costs low and maintaining the pipeline of creating future experienced employees.
While WFH has been great for employees (and employers), one of the great casualties of the WFH culture has been the lack of opportunities for new inexperienced employees to learn from their more experienced colleagues by way of ad-hoc conversations, overhearing conversations around them (and gatecrashing these conversations). One of the main reasons why we need a hybrid WFH working culture.
It makes sense that a team with a good mix of youth and experience can be successful while keeping costs low and maintaining the pipeline of creating future experienced employees.
While WFH has been great for employees (and employers), one of the great casualties of the WFH culture has been the lack of opportunities for new inexperienced employees to learn from their more experienced colleagues by way of ad-hoc conversations, overhearing conversations around them (and gatecrashing these conversations). One of the main reasons why we need a hybrid WFH working culture.