His motivations have gone far beyond salary

The gene generation It is revolutionizing The current work dynamics at a rate that exceeds any other generation. His arrival at the labor market has not been easy: his first jobs were marked by pandemic and the isolation of remote work, and his future depends on a technology that, for the moment, You are subtracting opportunities of employment.

According to collected data By Randstad 54% of the respondents of this age range affirm that the labor market constantly traces In search of a new opportunity Professional and 33% plan to leave their current job in less than a year. In large part, that change is not motivated by the promise of better salaries or disloyalty: they do so for continuing to improve their skills and become better professionals.

A lifetime job. Until the middle of the last century, it was very common for a person to start in a job when he was young and stayed in the same company throughout your life until retirement. At present that scenario is Very unlikely And, the most common is to change jobs from time to time. He Randstad report It indicates that the young people of the Z generate only remain an average of 1.1 years in their jobs, compared to the 1.8 years of the millennials, the 2.8 years of generation X and the 2.9 years on average of the boomers.

According The published by The Wall Street Journalthe change of work no longer guarantees salary improvements as it did a few years ago, and the difference in increasing salary between who remain In their positions and those who change their jobs. “As a result, permanence in the position is being reduced: today’s young workers change work faster than any previous generation,” explain the authors of the report.

Motivation: Advance and learn. Far from the extended image of disloyalty, the data collected by Randstad shows that the motivations that labor rotation It is not the lack of commitment, but the improvement of their skills and the desire to progress in your professional career. 68% declare that they maintain their commitment to their current jobs, but their values ​​are not aligned with those of the companies that hire them or do not contribute to Your professional growth.

Only 56% of young people surveyed say that their current job It fits your needscompared to 63% of Baby Boomers. In addition, 40% of generation Z claim to always take into account its long -term professional objectives when changing jobs, which represents the highest percentage among all generations that currently They live in the labor market.

A labor market that excludes them. To the usual uncertainty that surrounds all professional career, generation Z must add the pressure who is exercising AI over its jobs, forcing them to learn In forced marches not to be excluded from a labor market in which they still do not have their hole.

That is making many of these young people change the sector guiding their professional careers towards jobs that they do not have such a direct impact of AI, as In the health sector and even in the so -called professions blue collar. “Economic volatility, the decrease in initial level opportunities and the impact of AI on skills profiles have not decreased the appetite of generation Z for advancing in their work,” explain the authors of the Randstad study.

The key to retaining them: motivation and training. In the opinion of Reyes SuárezHR Team Leader in Randstad Professionals, “the Gen Z live in a constant immediacy and are much more daring. It is like the search for dopamine when using social networks and that derives in an unpaid ambition. In that sense, they are much more impatient than previous generations, which, on the other hand, were too cautious.”

Suarez ensures that the formula to retain them is “to face that boldness by raising very well parameterized career plans and that they are clearly communicated.” According to report data ‘Workmonitor 2024‘Prepared by Randstad, 30% of young people claimed to have left their work for the lack of opportunities in professional progression and two out of five trusts that their employer will invest in their continuous learning, especially in AI and technology.

In Xataka | “They are much more daring.”

Image | Pexels (Ivan Samkov)