Human resources specialists note that for the new generation, a job for life is no longer an ideal. Young people prioritize flexibility, purpose, and new work experiences. Work is no longer just a place for permanence, but a space for exploration, learning, and personal growth. In this context, factors such as flexibility, work-life balance, work environment, close leadership, and real development opportunities are gaining prominence over rigid proposals of the past.
Although in strategic positions productivity continues to grow over time and permanence remains key, the path to building commitment has changed. Previously, HR policies aimed to retain talent with payments or benefits. Today, we talk more about loyalty than retention.
“Today the value proposition can no longer be linear or homogeneous,” concluded Cazorla.
Although in strategic positions productivity continues to grow over time and permanence remains key, the path to building commitment has changed. Previously, HR policies aimed to retain talent with payments or benefits. Today, we talk more about loyalty than retention.
“Today the value proposition can no longer be linear or homogeneous,” concluded Cazorla.
Today, organizations can no longer rely solely on traditional schemes or standardized benefits. “Companies must design loyalty strategies based on purpose, flexibility, personalized benefits, and a real understanding of the different generations coexisting within the organizations,” he noted.
Instead of staying in the same organization for decades, more and more young people are choosing to accumulate experiences, projects, learning, and diverse challenges.
“Today we talk directly about a ‘work passport’. In this scenario, employee turnover ceases to be a problem and becomes a new asset,” noted Leandro Cazorla, CEO of Adecco Argentina, to the Argentine News Agency.
“For decades, the ‘correct’ path seemed to be written: enter a company, grow, retire in the same place, buy a house, and start a family. Today, many young people no longer see job hopping as a stain on their resume, but as a symbol of growth, movement, and professional evolution,” states Leandro Cazorla, CEO of Adecco Argentina.
While owning a home, the traditional family, and lifelong careers cease to be an immediate horizon for many young people, a new logic is advancing forcefully: work to live experiences, learn, move, and capitalize on each stage. Today, this journey is no longer a universal roadmap.
According to Adecco, the new generation is breaking with these traditional structures and prioritizing other values: flexibility, purpose, well-being, experiences, and freedom of movement.
“There is a huge modification in this sense. Those ‘seals’ are experiences that can be capitalized on and that build a professional profile.”
