Why the ‘Millennials’ become employees ‘X’

Why the ‘Millennials’ become employees ‘X’

As they turn years, the members of the ‘Generation and’ ‘are cured’ of flexibility epidemics or I peck of uses and the common preferences and professional values to ‘Generation X’ are infected of.

The Millennials (Generation Y) prioritize three factors when choosing where and how to work: the money, the labor stability and the free time. They want that it is compensated to them by its effort, to feel safe in its work and in addition to having the freedom to stop to load the batteries from time to time.

A world-wide study of ManpowerGroup between members of the Generation and 21 and 35 years reveals that the Millennialsvaloran and at work look for a pay and the security over many other factors. Near a 87% it declares as priority the job security when it looks for a use, and a 92% show preference for the repayment, very over factors that always have been identified as typical of Millennials, as the flexibility, or that the activity that is developed has an intention.

One of the conclusions of this international investigation on the preferences of the Generation and in the working environment of today is that those young people who want to be united to the “economy of the knowledge” (the call Gig economy) or that thinks about the undertaking as professional option, they face a problem practical difficult to surpass without the financial help of his families. In addition, the contract of traditional fixed work - something that to losMillennials not them for much grace, supposedly has been continuing being the key to solve a good number of vital needs. Luckily or unfortunately, in a great number of countries this job security turns out key to assure a loan, a mortgage or a contract of movable telephony…

In Spain, a 72% of the members of the Generation and that works does full-time in uses, and as soon as a 4% are occupied in the economy gig.

The investigation suggests “it labor stability is fundamental for the Millennials, but they define it otherwise. They are not jumping from a work to another one as some want to make think. If the opportunity occurs them, they advance and they ascend, but the majority of the times, which hopes is to grow professionally with the same head. As the members of more traditional generations before they, full-time look for the security of a use that guarantees to be able to maintain its rate to them of life”.

According to the study of Manpower, more than a work for all the life, losMillennials - that in hardly five years will constitute more than one third part of the workers of the world know that they need to develop abilities continuously to maintain his employability. 69% have assumed mantra of the continuous formation and are arranged to spend its time and money in greater formation.

83% affirm that the opportunity to acquire new competitions is a very important factor when considering a new use, and 10% try to absent itself of the work during an extensive period to learn new abilities and to improve its qualifications.14652985910595

The Millennial considers more that the concrete jobs are a springboard for the personal improvement, than a final destination. The labor stability means stability in its race: it is the trajectory, not the job.

In addition, the members of the Generation and prefer that his present head (and not the following one) offers new opportunities them: 64% have the intention to remain with its head in the next years or by more time. When it is asked to them for the amount of time “adapted” to be in a concrete position before being ascended or to change to another one, a 67% affirm that less than two years, and 23% say that 12 months less than.

In this change of the relation between used employer and it is necessary to consider the importance of the recognition. 53% of the Millennials would consider the possibility of leaving its present use by the lack of this one, and when looking at another place, the pay, the benefits and the lack of opportunities they also are significant.

 

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