Millennials and Generation Z are setting the trend for new employment paradigms: more flexibility, more mobility, and belonging to a team
The fact that today’s labour market is made up of several generations that are quite different is obvious. The so-called Millennials and Generation Z already form a major part of the human resources of all kinds of businesses and they have given rise to a new way of working and of living and dealing with day-to-day life in the organisations in which they work.
The extensive availability of technology, their commitment to work-life balance, their extensive training, the desire to prove their talent and their no less intense determination to leave their mark on this world are some of the aspects that characterise what today’s young people are looking for in a job. A completely different idea of work to that of previous generations, for which some organisations are already making changes in their internal policies.
But what are these differences?
– Attitude: these are competent and well-prepared generations who do not shy away from proposing ideas. They are creative, enthusiastic, analytical, inspirational and constantly looking for new challenges. They want to be useful in their companies and become an active part of the paradigm shift that new work systems entail.
– Mobility: the idea of doing the same job for many years does not attract the youngest, who are not afraid to move either geographically or within the organisation of the company.
– Flexibility: one of the things these new generations value most is achieving a balance between their personal and professional lives. Many feel constrained by certain protocols and schedules within their offices and would prefer their work to be measured on the basis of their productivity rather than schedules.
– Human aspect: a good working environment is key for them. They want to belong to a team and work in a ‘fun’ place that allows them to develop under the leadership of an approachable boss who relates to them in a transparent way, who knows how to motivate them, and who is capable of transmitting his idea of work and how to proceed.
– Sustainability: another of the main features to which Millennials and Generation Z attach great value is that the companies for which they work have a positive impact on society and are concerned about sustainability.
– Training: motivation, the desire to continue training and developing are key for young people who adopt this new way of working; hence, it is equally important for them that companies and institutions invest time and means in understanding, finding and polishing talent to adapt to new needs and circumstances.
And what should companies offer them?
Mainly two things. Firstly, the purpose of the company must connect with the life project of these young people, i.e. professional and personal development, values and, rather importantly, fair remuneration. In addition, they prefer companies that make them feel integrated, respect them, value people and treat them fairly.
