The passing of the pandemic has greatly affected those we call Generation ZYoung people between the ages of 20 and 30 who are entering the world of work. With them and the increasing sensitivity to Mental Health and Personal Well-Being A value is put on the table when you accept a job that wasn’t even considered before: the weather.
These young people have we Concept of success It’s not about career advancement, dedication or salary, but finding balance. I It represents a challenge for companies to adapt. For the conditions in which these new workers find it necessary.
At the university entrance we collect the opinions of some young people about what they expect from a job. “I appreciate not being exploited and being able to get one. Work life balance is what I love.“Says Guillem Villa.
Maria Tejada hopes she won’t become a burden. It does not take away his quality of life.While Jordi Ponce adds: “I will prioritize being healthy, even if money is very necessary these days.”
They define what is already known as “quiet ambition,” quiet ambition.
What does “quiet ambition” mean?
Before that, it must be made clear. What does “quiet ambition” not mean?a concept that first appeared in Fortune Magazine In April of last year.
Reject a job or promotion It’s not a lack of ambition.he is telling us Aina Fundikaba Kontyukha young woman from Generation Z who, along with her other colleagues, Nahia and Adriana, created Youz Talent, a company that specifically aims to facilitate the connection and aspirations of young workers with the needs of companies.
“Yes, there is a real ambition among young people to do great things and have a say in society, but not in the same way as before,” explains Aina.
“What we want is to do our job well, to be recognized for what we should be recognized for, and to get on with our lives.”
She understands. Life as a group of satellites In different sizes – work size, family size, friends size, leisure size…– that can be balanced.
“The job is one of the fifty satellites I own.But it’s not a giant satellite that powers everything for me. If one goes down, I have the rest to support me. It’s a way of managing life so that it’s stable.”
They also do not lack the will to work.On the contrary, the psychologist asserts, Roger Baleskacoordinator of the Childhood and Adolescence Commission and deputy secretary of the Official College of Psychologists of Catalonia (COPC). He points out that these young people “put on the table the need to take care of themselves, something that adults have been asking for a long time.”This is what we all need to do.” Duet.
“It is the first generation that dares to say that there is more to success than work, and it should not be confused with the idea that they want everything very easily, and what is more, that they do not want to work.”
Now, companies are starting to do just that, as Raquel Amigo, an employee health and benefits specialist, tells us. Facing problems in “seducing” young employees“We know young people who have voluntarily decided not to take on projects that involve greater dedication because they don’t want to reach the level of stress they sometimes see in their bosses.”
“They saw how previous generations devoted our lives to work.”
“That doesn’t mean they didn’t succeed,” Amigo says. It is another definition of success.They don’t want to have that pace of life, they don’t want a life conditioned by work.
Everyone agrees on that. There is a paradigm shift taking place in the world of work.. So, How to achieve balance What working conditions do these young people – and adults too – want with what companies offer?
The world is changing very quickly, Either companies adapt to this constant change or there will be no people who want to go to work there.“It’s a very beautiful place,” says Aina Fontdekapa.
“If companies don’t adapt, they will eventually have to: either die or we will withdraw.”
For these young people, going out is an opportunity they do not rule out, and they consider it a different experience.
What they want: time, salary and position.
These young people are ready for it. Work well and efficiently but not at any cost, But under certain conditions Before getting stressed or worse. “We’re looking for a job that we clearly love, and that also allows us to live a life beyond work. That allows us to grow,” defines us. Nahia Gerones BlancoCo-Founder of Youz Talent.
they Key priorities revolve around time. –Management and availability–, a value that defines and comes before salary or position.
► Labor reconciliation “To have time for yourself, to be able to get out at a reasonable hour, to be able to have a life outside of work,” says Nahia. “In other words, we work to live, not live to work.”
► Time flexibility: “I don’t work to fill hours. I don’t need ten hours to do the work you give me. If I need two hours, I’ll do it in two,” Aina explains. “The value you bring to the company is as an employee, not the hours you spend there.”
► Confidence and self-management“We must be given the confidence to manage our own time to be able to work towards goals, which is of much greater value than working hours.”
► Work electronically“Right now, someone who doesn’t have the ability to work remotely for a day or two is a company that costs [d’acceptar]”.”
► Challenges and projects: They need motivation, they don’t see work as a one-time job for life. “You grow in a company until it can give you what it can give you, and when it doesn’t give you that, you change to another company that gives it back, and that’s how you climb.”
► freedom And live in the moment: “You don’t have to find your calling in life. Right now I’m happy with what I’m doing now, and we’ll see in a few years.”
but, Not all Z-guys act the same way. also Depends on the business sector Of training and needs.
Choose between working hours or getting a life.
There are young people from Generation Z who Willing to devote all their energy and time to achieve the maximum in the job, Which can also end in cases of sissyphemia or burnout. Specifically, the quiet ambition aims to not have to sacrifice so much for a job that undermines their physical and mental health.
“Among my circle of friends, there are those who work in a law firm and work millions of hours, and there are those like me, who work fewer hours, because I prefer to prioritize my stability, my peace, and other projects I have done,” says Aina, but she stresses that they think so in both cases. Sacrifice must be temporary.not a lifestyle.
“Yes, there are people who are willing to sacrifice their personal lives for a better professional life, but we are clear that this is temporary.”
They consider it a personal decision that they don’t want to make. They complain that many companies seek to retain workers for long working hours and even arrange leisure time for them..
He describes the case of acquaintances who “work long hours and their life is the company.” “He finishes his work, and on the weekends he plays tennis with the company,” says Aina. “It’s really designed to work that way, so you end up inside the circle.”
Employee retention and retention It is the challenge facing companies that conflicts with the aspirations of young people who promote quiet ambition.
“It’s very easy to attract talent, because there are so many trained talents, but it costs a lot to make them want to stay in the company,” says Nahia. “Young people are very motivated and want everything to be very fast, everything is short-term, so it’s difficult to keep them in the company, because they want change, they want new challenges,” adds Aina.
Roger Baleska emphasizes that Z is the “have” generation. to adapt quickly to ongoing social changesand very fast too,” that’s for sure, They are the most educated young people ever.Instead, with More difficulties in accessing housing and the labor marketIt is difficult for them to become independent.
In this context, of change, uncertainty and job insecurity in many cases, “finding that balance is what costs and what is not there now in the job market,” say young businesswomen of this Generation Z.
Youth and Entrepreneurs: “There is a ‘gap’ and we don’t fully understand each other”
At Nahia, Adriana and Aina are there every day as they try to connect young talent with companies that need it. “There’s a gap that we don’t fully understand.”
“I think it will be difficult for there to be a change, because there are companies that have a very clear and organized system,” adds Aina, but she also agrees with Raquel Amigo on that. More and more companies are trying to overcome this distance..
Companies often They invest in training young, inexperienced workers.“It’s an investment that they lose when these employees leave,” explains Raquel Amigo. “Now they find that It is not enough to offer a better salary or position..
“They should have a policy that allows them to retain employees, they are not concerned with employee turnover, and they have to find a balance between what the employee wants and what the company can offer them.”
Technology companies They are the ones who have made the most progress in this regard.And provide benefits that take into account the values that young people seek, such as emotional well-being, resilience and family reconciliation.
“The moment companies take into account the values of this style, young people They will no longer consider this position a threat to their freedom, stability or balance.”
Everyone agrees that A qualitative leap in the world of work Finding one requires balance in which they go out The employee and the winning company. It remains to be seen how it will develop.
These young people understand that change depends on their generation and the desire of the next generation. Right now, according to Baliska, “the idea of maintaining personal spaces and certain interests outside of work is a very relevant topic.”
“If we think our lives should revolve around career success and paychecks, I would say we are very wrong as a society and as adults.”
“Maybe,” he adds. Time is the most important thing for everyone. we. What we all wish we had It’s not a pocket full of money so much as it is a bag full of time.Unfortunately, this always gets out of hand.”
“Prone to fits of apathy. Introvert. Award-winning internet evangelist. Extreme beer expert.”
