Talents, to retain them, flexible hours and locations, tailored to personal needs

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«The world of work is changing very rapidly. New personal priorities of workers, especially younger ones, demographic changes and technological progress bring new challenges and new opportunities to organizations at the same time.” This was said by the managing director of Manpowergroup Italia, Anna Gionfriddo, scrolling through the results of the research “The Age of Adaptability” which identifies new trends in the labor market for this year.

Flexible times and locations

If artificial intelligence absorbs much of the debate within organizations, the research clearly shows «a renewed importance of people’s individual choices, of the human side of work. On the one hand, this means new needs to respond to in order to attract and retain talent, such as greater flexibility in working hours and places and more attention to the individual needs of workers. On the other hand, this once again underlines the importance of training for all generations, to update the skills of more ‘senior’ workers with new technologies and to pass on the experience of their senior colleagues to the younger ones”.

The me economy applied to the world of work

If we decline the “Me Economy” in the world of work, the first need of workers is flexibility and a personalization of the relationship with the company. With the research “The Age of Adaptability”, Manpowergroup found that the three aspects most sought after by candidates are a four-day working week (for 64%), being able to choose the start and end of working hours (45%) and the possibility of working from home (35%).

Generation Z

60% of Generation Z workers, i.e. those born between the mid-1990s and the early 1910s, expect personalized career development paths with regular orientation, qualified mentors and progression plans transparent and personalized based on personal objectives. The opinions of Generation Z are particularly relevant for two reasons: the first is that by 2030, 58% of workers will be part of generation Z. The second is that their choices influence other generations. This is said by 93% of ‘seniors’ who, thanks to their younger colleagues, have started a reflection on the boundary between work and private life (for 78% of those interviewed), the openness towards new technologies (76%), the desire for professional success (76%), fair pay for paid work (75%) and employer involvement in social issues (71%).

Diversity and inclusion

For workers, in an increasingly transversal way, the issues of diversity & inclusion are becoming one of the most relevant aspects to be attractive. In fact, companies with high levels of diversity were 39% more likely to outperform those with lower internal diversity and that top talent increasingly prioritize working in an inclusive environment.

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