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Attracting Gen Z is no longer the hard part … keeping and developing them into leaders is the real challenge. With 90% of Betsson’s workforce made up of Gen Z and Millennials, retention and leadership succession became a board-level issue. Rather than accept high churn as inevitable, Betsson invested strategically to uncover what motivates younger employees and designed programmes to accelerate their growth. From fast-tracked career paths and leadership development to wellbeing support, hybrid flexibility, and community-building, Betsson treated these not as perks, but as essential levers of both retention and leadership development. This session explores how aligning investments with Gen Z expectations has created a sustainable talent pipeline, delivering measurable ROI, from reduced attrition costs to a new generation of leaders ready to step up.
Key Takeaways:
- Why developing Gen Z into future leaders is both a retention strategy and a long-term business advantage
- How Betsson uncovered what Gen Z really values and used it to shape future leaders
- The link between accelerated career paths, leadership training, and long-term loyalty
- How wellbeing, coaching, and mentoring build both stronger leaders and higher productivity
- Why investing in community, culture, and belonging fuels retention and leadership readiness
- Practical examples of social initiatives and innovations that don’t just engage employees but cultivate a leadership-driven community and corporate vibe
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