The data arises from the study “Career of Dreams”, presented by Cía. of Talents on December 5 on the occasion of the presentation of the results of the ranking “The company of young people’s dreams”. “This study has two very clear objectives. The first is to generate insights about the perspective that young people have at the beginning of their professional career, what they expect from organizations and leaders. The second is to help companies know what aspects are valued by young people, to better position themselves in relation to this talent,” explained Esteban Morin, managing partner of Cía. of Latin American Talents, in the presentation held at the University of Salvador (USAL). “As generations change, and contexts drive new perspectives, the importance of sustaining this study in Argentina for more than fifteen years seems fundamental to us,” Morin highlighted.
Regarding the ranking, Google was chosen as the Company of Dreams, followed by YPF and Mercado Libre. Every year, as part of this research, the young people who participate in it choose companies that they “dream” of being a part of. Of the almost seven thousand young people who responded to the survey this year, 81% said they had a dream company, and the three main reasons for their choice were the expectations of development with autonomy and support, the possibility of devoting themselves to what they most they like it, and the opportunity to pursue an international career, in search of flexible environments and a hybrid model.
It should be noted that the ranking “Dream companies” that arises from the study, is the result of an open question, without options from which to choose, giving rise to a completely spontaneous and unconditioned response.
All the award-winning companies highlighted the importance of the presence of young people in their companies as the key to innovating and creating the future.
The top ten dream companies
1st Google
2nd YPF
3° Free Market
4th Techint
5th Unilever
6th Walt Disney Company
7th Panamerican Energy
8th Arc
9th Accenture
10°L’Oréal
Prior to the awarding of the winning companies, the complete results of the “Career of Dreams” study were presented. Among the main insights, it was brought out that unlike the futuristic euphoria that was experienced at the end of the 20th century, today what prevails is apathy. That is, a general loss of interest or indifference to any type of event, whether good or bad. Unlike what happened years ago, young people are more apathetic about the future than baby boomers, for example. According to Morin, the present time is volatile and, in this search for connection with talent, the focus must be on managing risks and containing emotions. In this context, which was defined as one of invisible futures, three factors coexist: nostalgia for the past, the reward of the present or the certainty of immediate pleasure, and the promise of the future or the improbable desire to control the uncontrollable.
Invisible futures. In these invisible futures, where there is greater uncertainty than in other times and where rapid changes reduce predictability, only 51% of young people who responded to the survey agree that direct leaders conduct change processes well. Furthermore, 41% say they end most days feeling exhausted, while 49% do so with a feeling of accomplishment. Counterpoints of the current time in which it is necessary to increase actions that help people feel comfortable in discomfort.
“For people to adapt better, we have to accompany them in the process of creating the future, which is built by erring and learning, navigating uncertainty and accepting that decisions change based on new contexts and situations. Along these same lines, it is essential to provide tools and training to leaders whose role in this process is fundamental, and who are expected to play a very different role than they had in previous years,” said Morin.
Another finding of the study is that only 47% of those who declare themselves exhausted feel satisfied with their work, while the satisfaction figure rises to 69% when it comes to those who are not exhausted. It is also relevant that less than half of the respondents who work or worked (40%) perceive that the company supports their development, when the possibility of finding development and learning is the main reason for choosing the companies of their dreams for 15 years. years consecutively.
Quality of life and health. Quality of life remains a priority in the study in 2024 (it had already emerged as the number one priority in 2023). What do young people understand by quality of life? 42% associated it with a healthy lifestyle (exercise + food + sleep), 21% with moments of quality rest (not working after hours), 20% with having time for family and friends, and 15% with investing in emotional and mental well-being.
“In addition to occupational health care and other benefits, to overcome the anxiety and anguish that so many transformations bring, it becomes essential to encourage us to intersperse moments of calm and healthy routines. We live in a society where work still defines us, so rest is seen as a passive and uninteresting activity. We seek to be more productive every day. However, there is a contrary movement that we must address, and that is that it is time to stop boasting about constant busyness, to stop romanticizing exhaustion, which does not represent commitment or productivity. A tired mind does not generate innovation,” says Morin.
Team confidence and success. In addition to the fact that only 39% consider that management invests in their success, the trust data is quite negative: one in three respondents does not trust their colleagues, a figure that has increased since 2018 when only 18% stated the same. And, while 73% said they do trust their leaders, 63% intend to change jobs in the near future. In this resignification of trust, and given the unpredictability of the future, it is necessary to face the challenges from a transversal perspective and build responses using collective intelligence.
“Trust is the connection between people and is a great predictor of organizational success. I trust how much I can anticipate your behavior and your emotional reactions. Any group that does not work to build cultures of trust will have greater difficulties in building a sustainable future, from an uncertain present like the current one,” said Morin.
Leadership. Another relevant fact is that only 69% want to lead teams, a figure that is in notable decline when compared to the 95% who stated that they did want to lead in 2010 (in 2015, those who aspired to lead represented 86% of the teams). respondents). Possibly, phenomena such as high resignation or persistent burnout are related to this decrease.
“What we perceive is that generations need to talk more openly, breaking down these implicit barriers. Co-creating the future together, listening to people of more or less age, and from different contexts, is another way to promote diversity and inclusion. That is why we emphasize in the study the concept of (a)temporalities, which reinforces that we build the future, starting from the present and learning from the past. The best way to do this is by working together,” Morin reflected. Generational conflict sells news, but it does not benefit people or companies.
About the survey. Based on the data obtained through this research, the companies that work with Cía. Talents have important information that helps them think about business models that take into account the interests and needs of young people who are entering the world of work.
The survey is carried out in four countries – Brazil, Argentina, Colombia and Mexico – among which it was possible to gather a more than significant sample: 5,989 participants in Argentina and 112,853 in Latin America. This makes it the most far-reaching study of young professionals in the region.
More than 50 universities throughout Argentina were part of the study, extending the surveys to their students and graduates. In this way, the sample obtained is made up of students and university graduates.
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