The labor market has changed over the years, the paradigms of how a job should be and what were the expected ways of doing it have been reevaluated, bringing with it new expectations from the new generations that will be added year after year to different positions. in organizations.
Although millennials and GenZ (or centennials) are new generations, both have very different habits and interests. The former prioritize their activities towards an idea of personal well-being in which they seek that work does not interfere with their lifestyle, a place far from sacrifices to which they are rarely willing to give in. Although the latter retain this idea of flexibility, these young people have a greater desire for their job performance, as long as it is aligned with their interests or hobbies.
The truth is that both generations tend to put their lifestyle above work environments or positions that do not meet their needs, otherwise, the millennials they will choose to change jobs, while GenZ would prefer to create their own venture where they can have what they expect. It is vitally important to adapt as a company to cultural changes, not only to improve business performance, but to provide a better environment for all people.
Traditionally, the older ones gave themselves totally to a position or a company, devoting most of their time to the world of work. They kept strict schedules, attended fixed places and superimposed work on their personal lives. However, society is changing and the way in which this ideal was conceived was losing strength and adjusting to other lifestyles. This has motivated changes in organizations to adapt to the new generations that will occupy the positions of those who, for the most part, are already retired.
Technological progress has played a fundamental role in these new ways of looking at work. Today, it is possible to perform various tasks not only through various devices, but from anywhere in the world and without time restrictions. Although remote and hybrid work had begun to take place in the last decade, the pandemic accelerated these processes in companies, currently becoming one of the characteristics demanded by the new generations.
As digital natives, GenZ manages to get along in this medium with great ease. The internet has allowed them to have much more autonomous and specialized learning processes in their own interests, also seeing themselves reflected in the labor market they want. Taking this into account when opening hiring processes with new forms of evaluation adjusted to these skills, allows companies to have young talent and benefit from their ability to perform several tasks at the same time (multitasking) and its rapid adaptation to changes.
In addition, social networks have marked new ways of relating, in which everyone can share and participate in the publications of others. This dynamic is also part of the interests of young people, who seek participatory and collaborative spaces in which they are allowed to express their ideas, broaden those of their peers and build new strategies or business models for companies.
The importance of spaces for diversity in different social spheres, including work, must be highlighted, opening the door of opportunities to all people regardless of their gender, ethnic origin, cultural or sexual orientation. In this way, both millennials Like the centennialsThey expect a work environment open to inclusion in which they can freely express their identities.
An extra point is the fact that people, in general, are seeking to create businesses and forms of consumption with much more conscious approaches to global problems. According to data from Spaks&Honey, more than 68 percent of GenZ respondents believe it is important to increase demand in environmental, social and governance jobs. A fact that shows how this trend that contemplates collective interests, beyond salary and individual, will play an indispensable role in the labor market in the coming years.
Although these changes may represent difficulties for more traditional organizations, since they imply a break in paradigms, flexibility, decentralization, among others, it is important to be prepared to welcome young workers, who will take the reins of business development in the future. In the same way, the customer base will also progressively be from the GenZ and they will start looking for companies with fresh images and with offers directed to the interests that the new generations currently have.