Currently, we live in an increasingly competitive and changing world and it is very important to understand that the greatest asset an organization has are its working people. Without them, it would not be possible to develop any activity or offer services. Therefore, it is essential that companies adapt to the new demands of the labor market, without neglecting their competitiveness and productivity.
In this environment, Generation Z has emerged as the starting point of a new paradigma new lifestyle. Until a few decades ago, the idea that many working people had was to put their professional career before everything else, even ahead of their personal life. However, generation Z has shown a radical change. Now, the most important thing is personal well-being above work. Work, yes, but not at any price. Salary is no longer so important for these hard-working people, but rather they seek to perform significant tasks for the company and society and continuous training that allows them to maintain constant professional growth, while finding more free time.
In fact, the president of the Federation of Young Entrepreneurs of Euskadi, Inigo Judgehe even commented that young people “don’t find it profitable to work.” This phrase should not be taken literally, but refers to an existing and truly worrying problem in the labor market. The paradigm shift of youth is a fact. Young people are somewhat unmotivated, so companies must find that point of motivation to be able to find and maintain the right profiles.
Furthermore, added to this new paradigm is that many young people, faced with a lack of opportunities, want to look for better opportunities outside our country, which limits the productivity and competitiveness of our companies. Therefore, it is essential that organizations change the idea, adapt job offers and accept this new paradigm, since it is the best way to continue its operation.
This whole situation is directly impacting the human capital management that human resources departments must do. In order to make this important change in the best possible way and without excessively affecting the way companies work, there are some keys that I would like to highlight.
First of all, it is basic to be able foster an environment of trust and respectcreating an environment in which working people feel valued and listened to. Achieving this involves maintaining open communication, listening to ideas and using mistakes as ways of learning.
Subsequently, it is also important to invest in the personal and professional development of workers. We must understand who the person in front of us is, what they are like, how they could improve, what concerns they have, what objectives… understanding all this will enable the organization to help its workers grow professionally and personally, developing talent in a comprehensive way. .
To put this last point in context, one of the main reasons why people leave a job, currently, is lack of career development. If the company you are in does not comply with this, you have no problem developing in another organization. Therefore, the human resources department must be focused on individualized treatment, taking into account the needs of each person.
Third, Companies must recognize and value the efforts of their workers. Recognizing a job well done is key. It does not necessarily mean having to compensate it financially, but making a public mention in front of colleagues, in many cases, increases the emotional bond with the team. Recognizing a job well done helps increase the motivation of workers.
Another important aspect is health and safety. Employees must understand the work environment as a safe space, physically and mentally. The arrival of remote work has triggered the well-known burnouta syndrome already recognized by World Health Organization (WHO)where the worker reaches a point of mental, physical and emotional exhaustion as a result of work overload. To try to avoid this situation, the concept of flexibility comes into play. The strict and regulated policies that existed a few decades ago have changed. Generation Z does not tolerate them because they are looking for more space to reconcile. The key to retaining young talent is to maintain an appropriate personal and professional balance.
In this sense, generation Z could be defined as challenging, since they think about work in a very different way than the rest of the generations. Therefore, in order to attract this younger talent, it is necessary to carefully analyze recruiting trends. This study will give the company the possibility of knowing the profiles in the market and how they can adapt their offers to attract the attention of new generations.
For example, a new practice that I find interesting is creation of programs in companies to identify and retain young talent. Having social networks should be incorporated as another resource when carrying out selection processes. The new generations are completely digital, in such a way that they expect the company to be as well. It is very important that the first impressions they have of the organization are digital to generate a first bond with the candidate.
In conclusion, it is interesting to highlight that companies must adapt to the new demands of talented young people in order to attract and retain them, but without losing sight of their productivity and competitiveness. Furthermore, it is also interesting that young people can understand what companies need so that both parties benefit from the employment relationship that will unite them.
#concerns #young #talent
