“Human design reveals your inherent gifts and talents to boost your performance”
30 de November de 2023
New generations are always rebellious towards the established order. Since the Great Resignation —a movement that started in the US in which millions of professionals quit their jobs—, a new set of rules emerged in the labour market. It’s nothing like the corporate world as it was 50 years ago; changing jobs often and turning down positions are the new standard.
The amount of information at hand and the constant development of new technologies have had a great impact. Generations born in the last two decades of last century are starting to gain relevance in companies, and in many cases, becoming their greatest assets. Their main characteristic is that they are not willing to accept just any working condition they’re presented with. Demand is paramount and coming to a standstill is not an option. These rules are unprecedented.
Fifteen years ago, it was normal to go to a job interview to be evaluated, not only on your knowledge and skills, but also on your physical appearance and personality. Currently, candidates go to interviews to study the company’s project and conditions, and to see whether the company’s values align with their own.
In general, interviews have always been a one-sided process in which a company would look for the ideal candidate. Now it’s the candidate the ones choosing the best place to continue their professional development and personal growth.
There are marked changes and here’s the proof: one of the basic requirements is being able to work remotely. What was once understood as an exception is now the basic foundation of the work routine of many people. Companies are following a trend in which they encourage their workers to go to the office and, in general, it’s the youngest workers who are more ready to do so.
With all these arguments, we can guess that the onboarding process has shifted towards placing the power of decision on candidates, who will have their own minimal conditions and it will be the company who will have to meet their demands.
If you stop to think about how many times someone over 40 has changed jobs, you will find it hasn’t been many — if any at all. However, if you ask your close friends, they have likely changed companies many times over a shorter period. While, at the beginning of last century, the goal was to find a stable job position in which to grow and then retire, now this assumption is no longer true at all.
The desire to learn, to keep on growing and to avoid coming to a standstill in any position are the main reasons why the new generations of workers don’t stay long in their jobs — principles and goals that are completely different to what our parents or grandparents were used to.
“75% of the young Spanish population under the age of 34 think that you should change jobs every three or four years,” stated Axios in one report. Something that shows the ambition and non-conformist spirit with which the new generation of young workers is bursting into the labour market. In fact —and to put these movements into context—, a LinkedIn report with participants from all around the world highlights the fact that the pandemic has created in them the need to rethink their situation and consider a change of location.
Through our Master in Human Resources & Talent Development in Barcelona, we train professionals to transform the department that manages a company’s most important resource: people.
Technology is an inherent part of the professional training of anyone born in the last two decades of the last century. Digital natives have the great advantage of evolving almost simultaneously with technology. Also, they have the great virtue of having the innate ability to quickly learn new concepts and, on many occasions, do it by themselves.
Their continuous learning —based on the simple mechanism of trial and error— leads to the loss of fear of abrupt changes in the development of their work activities and the ability to find an alternative path in the most effective way.
Another characteristic of the Z and Y generation that are making their way to the organisation chart of companies is certainly naturality. They don’t see big barriers between the different positions and they rather minimise them than keep up a cordiality that would get in the way of harmonising the work environment.
Lastly, it’s important to mention the nomad lifestyle that many young people are adopting. Living abroad is a hard decision that many make on their own. If it was already uncommon to see someone change jobs, it used to be almost impossible to find people who would move far from their place of origin. Now it’s become a very common practice.
The world of work no longer has the characteristics it had five years ago. Remote working, the end of labour stagnation, fast learning and a more friendly treatment with the whole environment are the main characteristics of these new workers.