Publicación de blog

Management : comment attirer les générations Y et Z assoiffées de liberté ?

Franco Gementi

Regional Sales Manager

Dans un marché de l’emploi en pleine mutations digitale et sociale, attirer les meilleurs talents est un enjeu majeur pour les entreprises. Cela est d’autant plus vrai, pour les générations Y et Z (nés après 1995) qui ont la particularité d’être friands de liberté et d’être des digital native, qualités qui séduisent les recruteurs.

Recherchant à la fois autonomie et flexibilité dès le début de leurs carrières professionnelles, ces profils se différencient des générations précédentes par leur appétence pour l’entrepreunariat. En effet, ils ont une réelle volonté de créer du sens et de laisser une empreinte dans la société. D’après une étude Ipsos, 63% des millenials d’ailleurs souhaitent se tourner vers la création d’entreprise.

Pour comprendre leurs motivations et ainsi mieux les appréhender, voici les trois principaux traits qui les caractérisent le mieux.

1. Responsabilité et reconnaissance

Les 18-25 ans ont une compréhension claire des objectifs à atteindre et assumeront l’entière responsabilité de leurs actions, et ce en cas d’échec. Pour y parvenir, ils sont prêts à travailler dur et ont tendance à rester concentrés sur les missions à accomplir. Enfin, ces profils sont pleinement conscients de leur contribution au développement de leur organisation et veulent que leurs efforts soient connus et reconnus.

La flexibilité

Horaires flexibles et télétravail, les Millenials veulent de la liberté. Être enfermés dans un bureau de 9h à 18h, très peu pour eux ! D’après une étude Deloitte, 55% des Millenials considèrent la flexibilité horaire et la localisation du lieu de travail comme principaux critères pour choisir un employeur.

Les entreprises l’ont bien compris. Certaines font activement la promotion de l'agilité dans le travail grâce à de multiples initiatives (télétravail) et outils afin d’attirer et de fidéliser leurs futurs collaborateurs. Ces initiatives confirment d’ailleurs le lien entre flexibilité et bien-être au travail. Les organisations qui rejettent cette nouvelle vision seront celles qui, in fine, auront du mal à attirer ces talents !

Internationales, sociales et mobiles

Le marché du travail est désormais global et les générations Y et Z l’ont bien compris ! Elles n’ont pas peur de l’inconnu et son prêtes à s’expatrier afin de mieux s’épanouir.

D’autant plus qu’aujourd’hui, sur le CV, la maîtrise d'une ou plusieurs langues étrangères n’est pas un plus mais un must-have pour évoluer ! Les entreprises proposent d’ailleurs des formations pour perfectionner les compétences linguistiques de leurs collaborateurs.

De plus, bercés par Internet, les nouveaux outils de communication comme les réseaux sociaux n’ont presque plus de secrets pour eux. Désormais, les organisations qui veulent recruter des talents dans le digital ont à disposition un vivier de talents.

Alors, quel type d’emploi ces générations recherchent-t-elles ?

A l’ère du digital, force est de constater que certaines industries sont en pole position pour attirer ces profils. Réseaux sociaux, développement d’applications, cloud computing, data science et plus surprenant les métiers liés au développement durable, sont autant de domaines qui les motivent. Il est également intéressant de noter qu’il existe une faible concurrence entre les générations Z et X car bon nombre des métiers cités plus haut n’existaient pas il y a 10 ans !

Ces nouvelles professions, qui éclosent au rythme des innovations technologiques, favorisent également les échanges intergénérationnels, ouvrant de nouvelles perspectives aux générations X et Y. En effet, ces derniers sont l’incarnation des révolutions économique et culturelle que nous traversons. Cette appétence et la maîtrise de ces innovations leur donnent la possibilité de réaliser leurs projets de carrière.

Contrairement à leurs ainés, les millenials sont principalement guidés par ce qui les motive et ce qui leur fait envie. Ils n’attendront donc pas la retraite pour réaliser certains de leurs projets, notamment pour entreprendre en créant leur propre entreprise. Néanmoins, même si leur esprit d’aventure peut inquiéter certains dirigeants, ils doivent, au contraire, tirer profit de leur créativité pour apporter un vent de fraîcheur ! Managers, osez !

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