The pandemic reformatted the labor market and led generation Z, who are entering the labor market today, to demand
hybrid jobs, with flexible hours and that allow them to develop personal projects.
The advertising agency VMLY&R, together with the research consultancy Trendisity, launched a survey on the upcoming labor market
: "Recalculating: this will be work and employability in the coming years."
One of the main conclusions is that for almost 8 out of 10 workers and students, the ideal job is the one that offers flexible hours.
When asked about what your "ideal job" would be like, 78% of those consulted responded that the ideal job "
is the one that offers the possibility of adapting my hours flexibly while meeting the objectives
".
68% of those consulted prefer a
hybrid format,
which combines face-to-face days with other home office days, while only 15% prefer exclusive face-to-face and 18% exclusively virtual.
One in three workers who are currently in a hybrid or remote format scheme assures that
they would resign or look for another job if they were asked to work fully face-to-face.
And six out of ten workers and students consider it a decision factor when choosing a job.
Mariela Mociulsky, CEO_founder of Trendsity, details that the life plan changed.
"We went from organizing life according to work, to a new conception:
to think about the life project and from that to choose the job
".
Although these changes are here to stay, some companies have a harder time accepting them than others.
"These Gen Z choices cause conflicts within companies or with some business cultures."
For 31% of those interviewed,
work is a means to carry out personal projects: travel, undertake and access new experiences.
"This is the main motivation in young people. We started from the last century with a conception of work as sacrifice and linked to the identity of people: people defined themselves by their work. Today the concept of work is linked to enjoyment,
to to be well, to well-being, to purpose
," Mociulsky specifies.
Fernando Cabarcos, Director of Strategy at VMLY&R, warns that these differences can lead to generational conflicts.
"This way of standing up for Gen Z doesn't mean that people don't care about work, it just means that they are no longer defined by it."
Among young people who are now between 20 and 30 years old, there is the idea of not mortgaging the present for a better future.
"In addition, they are the labor generation that was born in democracy, which impacts on different expectations of participation in decisions:
less attitude of 'crouching down before power
,'" the research concludes.
This clash of cultures makes it difficult for companies to find the workers they need and to retain them.
In the post-pandemic this problem worsened.
In Argentina,
72% of employers have difficulties finding the profiles they need
, while in 2019 this value was 50%.
"For companies it is much more difficult than before to design a call.
We no longer talk about recruiting them but about making them fall in love.
Of course, salary is still important, but for this generation flexibility is the new emotional salary. The career path before It was more linear, now it's more zig zag".
"
There is a generational gap
," says Cabarcos.
"For those over 40, working little and enjoying a lot is a lack of commitment. Generation Z wonders, why do I have to work 8 hours if we can do it in 4? That is the generational short circuit."
"Today, for these guys,
having five jobs in ten years is something that is valued
, they don't want to spend 10 years in the same company. So when the equation of having a good experience isn't working, they quit, they don't stay in places that have bad bosses that they don't teach", summarizes Cabarcos.
"What we are showing with this study is that this is the tip of the iceberg; the change is here to stay."
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