Post by account_disabled on Mar 4, 2024 3:27:18 GMT -5
Companies are witnessing the resignation of young workers , which is generating difficulties in retaining talent for organizations that are not used to it. This is a new situation for companies, which are beginning to be unattractive to new generations. The president of a well-known company told me that every year they received a visit from students who were studying a master's degree and that, afterwards, they always received 4-5 resumes after the visit. It's been three years since this stopped happening. CTA Post Why do young people leave companies? As a result of the pandemic, many workers have rethought their lives, specifically their life purpose , which is the reason for our existence, what gives meaning to what we do. It is the compass that points us north. Among them, the new generations. In addition to the purpose of life , other factors have been added, such as the routine of some jobs, the lack of opportunities, not having a clear or defined professional career, spending a long time in the same company, well-being in the same company or a salary.
That does not satisfy your needs. If our parents went from less to more, it is up to the new generations to go from more to less. They go from having paid studies, with stays abroad (Erasmus or USA), language training and a master's degree at good universities, to having a conventional job, with a salary that does not allow them great satisfaction and an environment that does not satisfy them. and that they were not expecting. A recently retired friend told me that retiring is not Europe Mobile Number List what they tell you, it's better. For some people of the new generations, working is not as they tell you, but... it is worse. Companies do not adapt to the new generations Not many years ago, workers, upon entering the company, dedicated their lives to not losing their jobs and getting promotions, in order to have a secure income and be able to undertake a life project. And in some cases, that is still the case, and it is possible to retain that young talent. But the new generations have other objectives and expectations, and require changes on the part of companies if they do not want to lose talent.
The needs of new generations have evolved in different directions than those that some companies can cover, and they have done so at a rapid pace. What would happen if we had a 1970s-style amusement park in the year 2023? That the few young people who would pay the entrance fee would do so to take retro-style photos for their social networks. Specifically, generation Z has grown up in globalization. They are admired and feared in the use of technology and training. Furthermore, they are characterized by their social conscience and their commitment to charitable causes. They have social awareness, initiative, adaptability, entrepreneurship and competitiveness. What can we do to retain that talent and make our company attractive to them? If the mountain does not come to Muhammad, Muhammad will go to the mountain Flexible hours , the star measure for reconciling work and family life, are not enough. This measure helps retain younger talent, but more steps must be taken. A list of actions to encourage young people to want to work in our companies should include: Have objectives aligned with the life purpose of young people. It's not just about generating profits.