salary

Generation Z was told that job success was having a good salary. Having more life has become your new luxury

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Generation Z is creating a new work scenario and we have several examples of this: they have a different concept of labor relations than previous generations had and their definition of commitment is now governed by rules that they demand reciprocity to companies. It’s not strange. This generation has seen how their parents have worked non-stop and end up just as drowning at the end of the month. Therefore, when young people talk about job success, they no longer think only about the payroll, they also think about power. leave on time and to be able to dedicate time to your personal life. The strike that marks the step. To understand this shift we must first look at the reality of this generation. According to data According to the INE, youth unemployment in Spain stood at 24.5% in the first quarter of 2026. It is almost double the average Eurostat for the European Union as a whole, slightly above 15%, but half of the 42.91% we had a decade ago. As pointed out by the ‘I Barometer Challenges and Learning. Youth positions on training and professional challenges’ prepared by the Reina Sofía Center of Fad Juventud and Banco Santander, this pressure is conditioning even decisions as important as choosing what to study. The urgency of the salary, even if it is precarious. According to data from this report, 64.7% of young people admit that they decide their future thinking about making money as soon as possible, not in the future. job you would like to do really. “I want to have a kind of stability. So I feel pressured by that, because I don’t want to live constantly as if on the edge, I want to have that stability,” said one of the young participants in the study. Six out of ten also believe that there are factors beyond their control that hinder progress in their career: precariousness, lack of opportunities and economic pressure They are among the most mentioned. And yet, 67% do not contemplate throwing in the towel despite the difficulties to prosper in their career, moving away from the stereotype of unmotivated youth. Success changes its definition. With that starting point, the young people of generation Z have changed the definition of what is considered succeed at work. Before, success consisted of moving up in rank and salary every few years. Now free time, mental health and a work environment come into the equation don’t burn. Conciliation stops being an extra and becomes be entry condition. The report Workmonitor Randstad marks a turning point: the balance between life and work already weigh more than salary when evaluating a job. More than half of those surveyed would leave their position if it prevented them from living outside the office. What they ask for: financial guidance and education. According to data from the Reina Sofía Center Barometer, generation Z does not ask for a miracle either, just a guide to develop your capabilities professionals. 75.7% want to better understand what interests them before deciding their career, while 74% demand more information about job opportunities of each training option. That is, not waste time studying a career that leaves them on a siding. And more than 73% lack basic financial training to manage their daily lives. The result of all this is that in the future we will have fewer young people willing to sacrifice time in their personal lives for a little more salaryand more companies that are going to have to offer both as an incentive if they want retain talent. In Xataka | The wealth of Spaniards under 35 years of age has plummeted by 75% in recent years. And we know the culprit Image | Unsplash (Vitaly Gariev)

A job offer without salary is a half offer. These Spanish technology companies are the exception

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Let me put you in a situation: you are looking for a job and you find an offer that broadly appeals to you, so you apply. Of course, the offer does not say how much you are going to charge, but you give it a chance. Your CV passes the first filter and you end up in some personal interview where they ask you the tricky question of “How much do you expect to earn?” and after dodging the bullet using Bill Gates trickthey end up revealing a salary range that doesn’t fit you. What a waste of time. Unfortunately, it has happened to (almost) everyone. Fewer companies do this transparency exercise than they should, but we have good news: in the absence of the Spanish government transposing the European pay transparency law to remedy it (it is late: the deadline expired on June 7), there is a list of technological employment companies that operate in Spain that do say how much they pay in their job offers. The pasta list. The Getmanfred platform created and maintains This public list on GitHub which Borja Pérez, Rebeca Méndez and Raúl Cotrina are in charge of reviewing and updating by hand by looking at the employment portals of each respective company: if the salary appears, they add to this list. There are more than fifty corporations, from Spanish startups like TaxDown or Landbot to large international companies like GitLab or DuckDuckGo, including Newtral, Mercadona Tech or PcComponentes. Not all of them are there, but they are all that are and if yours does not appear, you can always write to them to remedy it. Why it is important. Because information is power: when you don’t know how much a company pays, you’re at a disadvantage from the start. Furthermore, in general we tend to underestimate the salaries earned in other companies in the sector and this happens even more in low-paying jobs, according to this MIT study. Knowing the conditions from the beginning saves time, energy and disappointment. Salary opacity has a real social cost: in the Spanish state, women earn on average 4,781 euros less per year than men, a gap of 15.74% according to the INE with data from 2023. That salaries are a secret makes it much more difficult to detect and correct these inequalities. Context. Europe has been trying to resolve this by law for years. The Directive 2023/970 of the European Parliament approved in 2023 obliges companies to publish salary information and take corrective measures if their gender gap exceeds 5%. Spain has a previous rule, the Royal Decree 902/2020which required internal records, but the new directive goes much further. The interesting thing about Getmanfred’s project is that it includes the voluntary movement: companies that are ahead of mandatory requirements precisely because transparency (and the conditions) constitute an advantage for attracting talent. In detail. The repository is simple: a table with names and a link to their job portal: there is no automation or data scraping, but rather anyone can contribute to updating the list. In the table, the majority are tech with a remote work culture and Anglo-Saxon origin and just as important as those that are there are those that are not: large Spanish corporations are missing, since there is no trace of banks or traditional consulting firms. Yes, but. That a company makes public the salary of an offer could make one think that it is because it is an incentive, but this is not always the case. Come on, you are going to find some miserable salaries that show a reality: that of low salaries in Spain. On the other hand, there are “transparencies” that are of little use: if the range is “between 30,000 and 70,000 euros”, the information is not very valuable. Likewise, this directory also does not say anything about what happens within these companies: if they pay men and women the same, if the ranges they publish correspond to what they really offer or what criteria there are to move within the published range. In Xataka | If the question is in which country in the world the salary is highest, this graph has the answer: in Spain we could do worse In Xataka | The best paid jobs in Spain in 2026: from 56,000 euros for a doctor to 250,000 for directing private banking Cover | Ron Lach and Atlantic Ambience and Sora Shimazaki

The CEO of a technology company has explained to his employees why he will not raise their salary: they will spend it on AI

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That AI doesn’t take your job It does not free you from suffering the consequences of its implementation. And if not, tell the Teradata employees who have seen how their salaries were frozen this year, not to balance somewhat tight accounts, but because they have decided that every available dollar should go to AI. what has happened. They tell it in Business Insider. In January of this year, Teradata CEO Steve McMillan sent an internal message to the company’s 5,100 employees telling them that they should not expect a salary increase in 2026. Teradata’s goal for this year was to “win in the market with AI,” for which they need to increase investment in AI talent and tools. In Xataka An Atlassian engineer was fired. He then published a video on YouTube explaining how the company works When AI takes your paycheck. According to two employees of the company with more than ten years of service, they normally received an annual raise of between 2 and 4%, but this year they have been left without it, although they were able to receive a performance bonus and shares. This measure affects countries where regulations do not require wage adjustments linked to the market. Teradata is not the only company that has preferred to invest in AI over people. The consultant TTEC also decided to pause its contribution to the retirement plan 401(k) because they are going to focus on AI certifications, tools and automation. A choice, not an inevitability. Speaking to Business Insider, the labor expert Jennifer MossHe affirms that cutting employees’ pockets is not the only way out. It is true that both Teradata and TTEC have recorded revenue declines (5 and 3.2% respectively), but there are options such as resorting to external financing to pay for the investment in AI, cutting non-essential expenses or adjusting senior management compensation. It also mentions alternatives such as staggering investments in AI over time, resorting to strategic acquisitions or accepting lower margins for a limited period, instead of loading the entire cost of the transformation on salaries. AI and augmentations. We recently talked about the logic of salary increases has been broken with the arrival of AI. Previously, raises were granted based on parameters such as experience, seniority and job category. However, in the technology sector this scale has changed and in 2026 many companies have frozen their salaries. Although AI is not directly responsible as in the case of Teradata, it has contributed to creating an elite of highly paid profiles and has amplified the gap: now the company you work for and how central AI is to its business matters more than your simple progression from junior to senior. {“videoId”:”x806n3d”,”autoplay”:false,”title”:”TECHNOLOGY and THE JOBS OF THE FUTURE – Insert Coin with Manuel Hidalgo”, “tag”:”employment”, “duration”:”1806″} Firing is expensive. Normally when we talk about the impact of AI on the labor market, we talk about layoffs. So far this year, it is estimated that 92,000 tech employees have lost their jobs with the excuse of compensating investments in AI. However, the reality is that the layoffs are costing them a fortune for compensation and exit packages. Oracle, for example, has reserved 2.1 billion to cover compensation after lay off 30,000 employees. To avoid legal disputes, giants like Microsoft or Google are betting on incentivized “voluntary layoffs”, assuming the enormous risk that their best AI talents will take the money and go to the competition. Image | Jakub ZerdzickiUnsplash In Xataka | These are not your imaginations: your CEO has developed delusions of grandeur with AI and it is part of a pattern (function() { window._JS_MODULES = window._JS_MODULES || {}; var headElement = document.getElementsByTagName(‘head’)(0); if (_JS_MODULES.instagram) { var instagramScript = document.createElement(‘script’); instagramScript.src=”https://platform.instagram.com/en_US/embeds.js”; instagramScript.async = true; instagramScript.defer = true; headElement.appendChild(instagramScript); – The news The CEO of a technology company has explained to his employees why he will not raise their salary: they will spend it on AI was originally published in Xataka by Amparo Babiloni .

In 2025, the salary of 6,800 Valencian civil servants depends on an Access form. Only one person knows how it works

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According to has revealed According to the Audit of personnel expenses of the Generalitat Administration prepared by the Sindicatura de Comptes, the Valencian Community is experiencing a situation that is torn between the surreal and the negligence: two computer systems on which the payrolls of almost 6,800 civil servants and public employees depend cannot exchange data. The only way to achieve this is through an application made in Microsoft Access by a single person who would also be the only one who knows how to maintain and update it. SIGNO and GESPERJU2 do not speak to each other. He SIGN program (Integrated Payroll Management System and Others) is the internal computer system of the Generalitat Valenciana used for the management, calculation and payment of payrolls of civil servants and labor personnel of the Valencian Administration, including education, health and other services, allowing procedures such as direct debits and registrations or cancellations of employees. On the other hand, the GESPERJU2 program is a platform that manages the labor files of the personnel at the service of the Justice Administration of the Valencian Community, in processes such as the management of payrolls, permits and other administrative and human resources situations of its staff of judges, magistrates and Justice officials. What is expected is that the platform that manages payroll and the one that manages whether employees are on leaveon vacation or have requested a leave of absence were connected. To the surprise of the auditors of the Sindicatura de Comptes, these two platforms cannot exchange data. An “improvised” connection. As and stood out The Economistthat the officials of the Department of Justice of the Valencian Community receive their payroll on time and without errors depends only on a “patch” in the form of an application created with Microsoft Access. That’s not the auditors’ most surprising discovery, however. The person who created this application is the only one capable of updating the salary tables and other parameters necessary so that the officials’ payrolls are processed without problems. According to the Syndicate reportthis disconnection between platforms has left the Administration in a situation of “absolute dependence on a person”, in addition to “posing a high risk of continuity of operation if this person could not use this parallel application.” We imagine that at this moment, that person will be the best protected official in the Valencian Administration. Two platforms and end up doing it by hand. Another derivative is added to this unprecedented fact. The Access application has its limitations, so some payroll incidents must be done by hand by an official, so that they are reflected correctly. As the audit report noted, “the calculation of certain payroll incidents is carried out manually (arrears, three-year terms previously consolidated in General Administration positions, salary supplements for vertical replacements or guards), which increases the possibility of errors.” As described in the report, the integration problem would not be limited to Justice. Also mentioned is the risk that, due to a lack of communication between platforms, the same person who has had their position changed or promoted, could “collect two salaries simultaneously” (in the old position and in the new one) without being detected. TALIA: the great promise. TALIA is the new personnel management application that is proposed to replace the current ones and whose first phase has already would be tendered and awarded. The promise of TALIA is that personnel information and payrolls of Administration personnel will no longer live on separate and unconnected islands. However, its deployment is planned for years to come (if deadlines are met), and the precedent of delays and cost overruns in implementations like the one suffered with NEFIS in 2019. Until then, someone in the Valencian Administration will ensure that paid for the Office license. In Xataka | Companies bet everything on returning to the office. The public administration has an ace up its sleeve: teleworking Image | Unsplash (Rafael Oliveira)

with massive ‘spam’ and 2,000 euros in salary

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In the middle of 2025 the postal mail (Correos knows it well) is not usually news. However, in Belgium there are about 150,000 letterswith their corresponding envelopes, addresses and letterheads, which are giving a lot to talk. Logical if you take into account that the one who sends them is the Ministry of Defense and their recipients are thousands of 17-year-old Belgians whom the Government wants to encourage to join the army or, at least, to try a one-year voluntary ‘military’. In exchange he offers them a net salary of 2,000 euros per month. What has happened? That in Belgium, 17-year-olds have begun to receive a very special letter this week, an invitation from the Ministry of Defense in which they are encouraged to join the army and try a 12-month voluntary military service. It is not a surprise because the letter is the result of a public agreement adopted months agowhen the House of Representatives agreed to “raise awareness” among the country’s youth via postal mail, but still sent the envelopes has generated expectation. The person in charge of announcing it (via X) has been the Minister of Defense himself, Theo Franckenof New Flemish Alliancea nationalist and conservative formation. “Yesterday, 149,000 letters were sent. All 17-year-olds in the country are encouraged to join the armed forces in general and to go on voluntary military service for one year in particular. Let’s go!”, the leader tweeted on Saturday along with several photos in which the envelopes are seen stacked on tables, boxes and inside a bucket. Click on the image to go to the tweet. Are more details known? Yes. Some. For example, the recruits selected for this first voluntary ‘military’ will be eligible for a net salary of 2,000 euros monthly. It is also known that, although letters are being sent now, registration will not open until January 2026. Before then, the Ministry will hold online and in-person information sessions in the different provinces of the country. However, the new military will take a few more months to start. It won’t do it in principle until september. Another interesting fact is that 500 volunteer recruits will be accepted from the outset. between 18 and 25 yearsa figure that should be reached without problems if one takes into account that only a few months ago the Ministry of Defense acknowledged that it expects to receive some 3,500 applications for the first cam. Do you only want 500 recruits? Yes. And no. That will be the starting point, but the goal is to expand it little by little. After the first batch of 500 volunteers, the idea is that the number of places will be expanded to 1,000 in 2027 and continue to strengthen with a view to reach 7,000. Once the military begins, recruits will participate in a ten-week basic military training phase, which will be followed by another more specific stage. The purpose? That the new soldiers end up accessing the different branches of the army and are in charge of maintenance work. surveillance and support. What does Belgium want? Strengthen (and rejuvenate) your army. “It is about opening the mind to the military, about telling young people that defense is an option, even an opportunity. The objective is also to make young people aware that the world has changed and that there is a threat that weighs on our country. It is a social project,” explained Francken recently Le Soir. The truth is that to meet its objectives the Government needs to increase the pace of recruitment. As remember The Countryciting the Belgian press, today Defense enlists about 2,800 soldiers a year. The figure serves to maintain its volume of 24,600 troops (thousands of reservists are added to them), but it seems difficult to allow it to reach the tens of thousands of troops that it wants to add in the medium term. Belgian News Agency points out that in a decade officials intend to expand the Defense workforce to 34,500 soldiers12,800 reservists and 8,500 civilians. Does context matter? Yes. And quite a bit. Data from the Macrotrends platform show a considerable drop in the number of Belgian military personnel over the last 30 years, a decline especially acute in the early 1990s, just when Belgium decided to abolish compulsory military service. At that time the geopolitical scenario was marked by the end of the Cold War and the dissolution of the Soviet Union, today it is marked by the war in Ukraine, the break with Putin’s Russia, the threats of Donald Trump to leave NATO and an increase in military investment. In fact in spring The Belgian Government decided to increase its defense spending to reach NATO’s goal of dedicating 2% of GDP to the sector. Today the alliance is already looking beyond, to a mobilization of 5%. Is it a unique case? No. And perhaps that is the most revealing. That Belgium has decided to opt for a mandatory military service is part of a more global attempt to strengthen armies in the West. Not long ago there was another nation that moved in a similar direction: Germany. His Government has moved to recover military service, suspended in 2011, with a voluntary recruitment system. The possibility of a “recruitment lottery”. Neither Belgium nor Germany they are alone. In recent years, especially after the Russian annexation of Crimea, a good number of countries They have strengthened their recruitment systems or (at least) opened the debate on recovering their military: from Lithuania, Latvia and Romania to the Netherlands, Sweden, Norway or Denmark. Spain discard recover compulsory service (abolished in 2001), although there are other formats, such as military camps, which are arousing interest. Is there debate? Yes, the topic raises debate. And Belgium once again provides a good example. There the military has been received with criticismespecially from youth organizations that fear that “the promise of a high salary can exploit the precarious situation of young people and make militaristic discourse socially acceptable for a generation in … Read more

AI has been great for Satya Nadella. His salary this year exceeds 96.5 million dollars

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Microsoft CEO Satya Nadella’s salary has reached a new record in 2025: $96.5 million. According to collected Bloombergthe Microsoft executive received a 22% salary increase compared to 2024 that reflects the skyrocketing stocks from the $4 trillion tech giant. Underlying this salary increase lies a debate that has been on the table for some time: the accelerated increase in the wage gap among senior managers of a company and its employees. Work well done pays off. The last fiscal year has been historic for Microsoft and its CEO, Satya Nadella, who will receive the largest salary package since he took office in 2014. According to what Microsoft made public in a document filed with the US Securities and Exchange Commission (SEC), the total compensation awarded to Nadella amounts to $96.5 million. This remuneration represents an increase of 22% compared to the previous year, in which a salary of $79.1 million for the CEO. If Microsoft does well, so does its CEO. As stood out Fortunethis salary increase goes hand in hand with the good stock market performance that Microsoft has had in recent months, and the prominence of artificial intelligence in its products and services The company’s board of directors indicates that more than 95% of Nadella’s compensation is linked to the performance of his shares, highlighting financial results, the creation of value for shareholders and leadership in AI as key elements to grant that salary increase to the executive. It’s salary, but not everything is cash. The majority of the compensation Nadella will receive comes from stock awards worth more than $84 million. The bonus that the CEO will receive in cash for different incentives will amount to 9.5 million dollars. For his part, the manager’s base salary It remains at 2.5 million and will obtain $196,000 in other benefits, such as per diems or private jet services. This implies that about 90% of their remuneration is variable and dependent on stock market performance, which means that it is only a valuation that is made at the time it is assigned, but it is an asset that can increase or lose part of its value. depending on your management. This remuneration strategy linked to shares represents an important incentive for the CEO to continue meeting objectives. Salary escalation. Since Satya Nadella took over as CEO of Microsoft in 2014, his salary has continued to increase at the same rate as the company’s stock price. According to the published data by Business Insiderin 2015 Nadella’s total salary was $18 million. By 2022, his compensation had multiplied to $55 million, and increased by 63% in 2024 to $79.1 million. With the 96.5 million, the Steve Ballmer’s successor At the head of Microsoft he has broken his own record. Salary gap and layoffs. This year of prosperity for the CEO of Microsoft occurs in a context of complex internal adjustments in the company he leads, which has announced layoffs that will affect up to 15,000 employees. The difference between Nadella’s salary and that of an average Microsoft employee is significant: the CEO earns 480 times more than the average annual salary of his employees, which is around $200,972. This gap between managers and employees does not only occur at Microsoft, but is another example of an upward trend in large technology companies. According to a study that has analyzed the main companies of the S&P 500, in the last five years the salary of managers has been increased by 35%. A much higher percentage than the salary of its employees has increased. In Xataka | The highest paid Spanish manager in the world does not work in a large technology company: he sells “sugar water” Image | Microsoft

If the question is how much salary you would be willing to give up for keeping teleworking, Europeans are clear: zero

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Teleworking has been one of the Great changes in the organization of the labor market in Europe, although its objective has changed as normality was restored and companies returned to its offices. It was no longer an obligation imposed by COVID-19, but a benefit that It contributed time flexibility For conciliation and, above all, an effective weapon to attract and retain talent. In this context of “labor benefit”, the question of whether workers would be willing to sacrifice part of their salary to maintain the option of working from home has gained relevance between companies. The European Central Bank (ECB) has asked European employees to what percentage of salary would be willing to give up in exchange for maintaining teleworking. Their answers leave no doubt. Nor for all the money in the world. According to data extracted from the Consumer expectations survey (CES) From the European Central Bank, 70% of European workers are not willing to give up any part of their salary in exchange for Teleworking. On the other hand, 13% of the respondents would accept a reduction that would range between 1% and 5%, while only 8% would consent to a more significant salary reduction between 6% and 10%. This data is especially precious to companies since it allows quantifying the value that employees give to the possibility of teleworking, especially when this flexibility is offered as part of an emotional salary for the worker. Percentage of workers who would accept a salary cut and cutting percentage More and more teleworking … but hybrid. So much The data of Eurostat, like those of the Active Population Survey From the first quarter of 2025, they point out that teleworking levels They are maintainedboth European and nationally, well above the prepazed levels recorded in 2019. That means that there is more and more active population working from home. The greatest change that has occurred is that, while before 2019 the most common option was 100% remote work, now the most imposed modality is hybrid work in which work days and teleworking days are combined. That condition of hybrid day too Condition the salary percentage to which employees are willing to give up to keep teleworking. More teleworking, greater sacrifice. The data of the European Central Bank indicate that the most widespread option is to work two or three days a week from home and the rest from the office. For this formula, European workers would be willing to reduce their salary by an average of 2.6% to maintain that regime. The more teleworking days are offered, the greater the salary proportion than some would be willing to sacrifice. An employee who works his entire work week would accept a reduction of 4.6% of his salary, while those who only telework one day a week would barely contemplate 1.6% of cuts. The return to the office increases its pressure. In Europe, companies are not pressing their employees so much To return to your offices as the US companies are doing. This lower pressure is also reflected in the salary cuts that employees are willing to accept. In it Teleworking Study Study That researchers from Stanford and Chicago University have been doing for more than five years, it is noted that the average salary reduction accepted by remote work in the US is around 7%. This difference suggests that in Europe teleworking is no longer considered An exceptional privilegebut part of the basic working conditions in numerous sectors. The problem of eliminating teleworking. Given these data, some companies could be tempted to eliminate teleworking, or take advantage of the attachment of employees for this day model to reduce salaries. However, that plan that seems attractive in the short term, becomes a bad idea in the medium and long term. Telework has become a tool of the Human Resources Department for attract and retain a qualified personnel increasingly scarce. Just observe the waves of resignations and internal conflicts that have generated return policies to the office of Amazon Or, at a closer level, the Holaluz energy. However, offering some teleworking modality makes vacancies take less to cover themselves Because there are more candidates calling companies that maintain these models, and employees who already work on them have better levels of satisfaction. In Xataka | Australia reveals something that had not been taken into account: teleworking is only productive if you wish, not if they impose it Image | Unspash (Coworking macherzentrum toggenburg)

His motivations have gone far beyond salary

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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)

If the question is what salary the richest man in the world could have, Tesla has given an answer: 1 billion dollars

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After the judicial battle that ended with the salary bonus block of 50,000 million that Tesla had to pay Elon Musk, the electric car manufacturer has launched an order to its shareholders with a New salary proposal For its CEO: a bill bonus (European billion) if you get the company out of the crisis in which it is mired. The potential value of the salary package that Tesla has presented Before the Bag and Securities Commission, it could raise the fortune of Musk, which is currently estimated at about 435.4 billion dollars, until it became The first billionaire in history If you manage to meet all the required conditions. The salary package conditions. He New salary plan That Tesla has proposed to Elon Musk does not consist of a traditional salary or cash bonuses: the entire figure depends on the flexible delivery of actions throughout the next decade, provided that it meets certain very demanding milestones, such as reaching Total sales of 20 million additional cars. All in the context of a company plunged into A sales crisis global. The shares will be delivered by sections, instead of the end of the period as it happened with its 2018 bonus, and only if Tesla manages to multiply its stock market value until it reaches at least one capitalization of 8.5 billion dollars, starting from the billion that is currently worth in the stock market. To put this figure in context, Nvidia is technological more powerful of the momentand its capitalization is 4.05 billion dollars. It’s not just money: it’s also power in Tesla. In addition, the plan could meet the historical demand of its CEO to have More power within the company. Currently, Musk control around 12% of the actions of Tesla. However, with the new salary bonus its participation in Tesla would increase to 29%. Increase your participation to that percentage would allow Musk increase your influence direct about the company. In this way, it would have enough weight to block important decisions that would not have their approval and further reinforce their position as an essential leader. In one recent interview For the CNBC, Robyn Denholm, president of the Tesla Board of Directors, made it clear to investors to “retain and encourage Elon is essential for Tesla to become the most valuable company in history.” Without a doubt, a salary package of such a draft should be enough to motivate the richest man in the world. Termination clause and a commitment to the future. Such and as they break down in Bloomberganother of the conditions of the new salary package announced by Tesla, it is established that MUSK must remain as CEO of Tesla During, at least, the next ten years to be able to opt for the entire compensation, with a minimum of seven and a half years to unlock the first section of the remuneration. “If it yields, if it reaches the ambitious objectives of the plan, it will receive a participation: 1% for each half billion dollars of stock market capitalization, plus the operational milestones it must achieve to achieve it,” Denholm explained. On the other hand, among the operational challenges that the commercial deployment of one million is found during that time of autonomous robotaxis and of the Optimus robots with integrated Grok, multiplying by 24 the current benefits of the company. Investors will have to vote. After registering the proposal to the regulatory body of the stock market, the next step in its process is to submit the salary bonus to the vote of investors. Something that is still more than A mere formal procedure since the previous 2018 salary package was also voted on a shareholders’ meeting, and finally It was canceled by a court of Delaware for the complaint of one of the shareholders. In Xataka | The shocking thing is not that Elon Musk has lost 80,000 million dollars in 2025: others have earned 102.00 million Image | Tesla, dvids (Trevor Cokley)

The tip makes the employee poorer and customers end up paying their salary

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In Spain there are A debate above the table. In the country he had always looked at the “optional tip” of 10% as an exotic custom of the United States, but lately something seems be changing In the hospitality. On the contrary, in the United States someone has opened the melon of one of the great traditions of the sector. And anyone has said it. McDonald’s has put in question The American tips and system. Context. It We count A few weeks ago. In the United States, tips are not mandatory by law, but it is customary, we would almost say that “obligation”, leaving a tip between 15 and 20%. The logic behind the behavior has to do with the fact that the US minimum federal minimum wage for workers with tips is 2.13 dollars per houran amount that has not changed since 1991. Somehow, that very small amount that the waiter receives on duty has turned the “American” tip into a kind of help to the worker who has no other way to increase his income. In practice, more forced than the theory, when eating in the United States in groups of between a minimum of four and six people, most establishments impose a 18% tip (free) without giving option not to pay it. By the way, although the practice is so settled there, it has European origin. It is estimated that in England in the 16th century. McDonald’s opens the melon. And this is where the almighty company appears. The CEO of McDonald’s, Chris Kempczinski, has criticized A television interview The restaurant model that rely on tips to cover the salary of their workers, qualifying it as a system that “transfers the responsibility of payment of the workforce to the client.” According to explainedwhile McDonald’s does not allow tips and directly pays the salaries of its employees, other premises can pay only 2.13 dollars the time under federal law as long as the final income, adding tips, reaches the federal minimum wage of $ 7.25. With the recent approval of “Big Beautiful Bill” promoted by Trump, which exempts tips from taxes, that scheme It reinforces and generates (In Kempczinski’s opinion) a “inequality of conditions” in front of fast food chains that do not benefit from such practices. The background of the phenomenon. The system of “Tipped Wages” It has been extending beyond traditional restoration towards multiple sectors of precarious work and platform economy. They remembered In Insider That appos of apps such as Uber Eats or Dordash depend on tips to complement income, and the pressure on customers has intensified with notifications that suggest that the speed of the service can depend on the initial generosity of the order. Practices like The “Tip Baiting”in which a consumer promises a high tip to encourage rapid delivery and then withdraws, have generated conflicts and distrust. At the same time, recent surveys reveal A growing social fatigue towards the proliferation of tip requests in all types of establishments, which reopens the debate on whether this form of compensation remains sustainable and fair. The giant proposal. Kempczinski, on behalf of the multinational, suggested that the solution passes through force everyone restaurants to pay the same base minimum salary, regardless of the tips received. States such as California, Alaska or Minnesota already demand it, eliminating the figure of the “subminate by tips” and guaranteeing more stable direct salaries. According to the manager, extend this federal model It would reduce poverty and labor rotation without implying loss of jobs, while leveling competition between fast food chains and traditional restaurants. In his vision, the current disparity favors those who rely on a Externalized Compensation System In customers, while companies such as McDonald’s directly assume staff costs. The vision of a “double cheeking.” There is much more, since Kempczinski described The current American situation as a “two -level economy”, marked by the gap between high -income consumers, who continue to spend on premium products and home deliveries, and those of average and low income, which reduce their visits to restaurants, jump meals and choose to cook at home. From the inflationary wave of 2022, the chain has faced an increasing discomfort For the increase in their menus, which led to the combos exceeding ten dollars since whole strips of customers see fast food as an occasional luxury rather than as a daily option. Price readjustment as a strategy. To stop the traffic drop between these segments, McDonald’s He relaunched a package Five dollars and reinforced promotions in their main markets, relying on advertising campaigns focused on value. The strategy aims to maintain the brand as a reference for accessibility in an environment in which the smallest competition lacks the scale to absorb the costs of the reduction. However, franchisees (responsible for most premises in the United States) They show concern For the impact on margins in a context of wages, rentals and upward inputs, although Kempczinski assured that the consensus in favor of these measures was “almost unanimous.” A conflict between models. If you also want, the debate also contains a deep cultural shock: in the United States, tips have historically worked as salary complementbut the rise of digital platforms and inflationary pressure have intensified wear of this model. While the restoration industry defends its flexibility and ability to attract customers with lower apparent prices, critics They point That it is a undercover subsidy form in which consumers, and not employers, finance a good part of wages. The McDonald’s intervention It reflects how great global corporations see in this imbalance not only an ethical and social problem, but also a competitive disadvantage, reviving a debate that touches the essence of US labor policy and its relationship with salary justice. Image | Crusier, Tomwsulcer, Ramon Fvelasquez In Xataka | Spain had always looked at the “optional tip” of 10% as an exotic custom of the US. Until now In Xataka | The Trojan horse that the US “expats” are introducing in Spain: the culture of the … Read more

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