young people and work, a united but changing couple

2023-11-17 07:04:03

“Acute Flemingitis”, ” lazy “, “unmotivated »… Preconceived ideas about young people die hard in the world of work. And this despite the numerous studies which refute it. Asked in person about the supposed existence of a “big laziness” among these generations, the Minister of Labor Olivier Dussopt responded, on December 2, 2022, to the opening of the labor conference: « Cliché ! » He then argued: « A large majority of them wantedsimply try to work differently, work better in short. »

A study by the consulting firm Kéa and OpinionWay once again highlights this strong attachment of young people to work. The survey, published and presented on the occasion of the Entretiens de Valpré which is being held in Lyon on November 17 and 18, reveals that 86% of young people (the sample concerns 16-45 year olds) say they “committed” in their work.

Distancing from the company

On the other hand, the study shows at the same time numerous changes in the relationship of young people to the world of employment, starting with a progressive distancing from the company of which they are employees. To succeed in their professional life, 64% of young employees rely first on themselves, then on those around them (18%) and finally on their company (16%). “In other words, their company plays a fairly tenuous role in the life plans of these employees,” translates Thibaut Cournarie, partner at the Kéa firm and co-author of the report.

Enough to feed the « grande rotation » that France has experienced since Covid: 550,000 resignations were recorded in the first quarter of 2023, a figure higher than a quarter (+ 24%) than that of the same period of 2019, according to Dares, the statistical service of Ministry of Labour.

“Voluntary mobility is more frequent. Although they are satisfied with their work, although they are on permanent contracts, more and more young people say they are looking for another job. confirm Élise Verley and Estelle Bonnet, sociologists and specialists in the relationship of young people to work. The number of vacant jobs and the record-low unemployment rate also play their part.

The reasons for this weakening of links between employers and employees, despite a strong commitment to work, are multiple. “Young people have internalized the breakdown of employment standards”, estimate sociologists, referring to the proliferation of short and precarious contracts over the last forty years. “This has encouraged the appearance of new ideas about work: young people are less looking for stable employment. It is less a necessity than a means to achieve one’s ambitions. »

Salary, always the first criterion for success

For his part, Thibaut Cournarie points the finger “the individualization of the company’s relationship with its employees”inspired by the practices of Anglo-Saxon and Scandinavian countries. « LThe primacy given to productivity and the “mechanization” of managerial relations have reduced time dedicated to the social relationships that were established within organizations, even though this mattered a lot to French employees. he emphasizes.

A consequence of this system would be, according to the study, the prioritization of salary as a factor of success. Remuneration is in fact the first criterion cited by nearly 30% of young employees, ahead of the balance between private and professional life. “We see prather self-centered reoccupations”, plays Thibaut Cournarie.

But for Élodie Gentina, teacher-researcher at the Lille Iéseg management school, this importance of salary cannot be interpreted in the same way depending on age groups and socio-professional categories. “Even if salary remains the first criterion everywhere, the relationship with money and consumption changes a lot between the ages of 20 and 40, just as it is not the same between a young worker and a young executive,” she says.

Expert in “ generation Z” (15-25 years old), she believes that « and at remuneration remains a priority, other criteria are now taken into account and they are complementary”. “The first reason for leaving and/or resigning among young people is the lack of balance between private and professional life,” she explains.

The impact of the company

Finally, the study estimates that only 17% of 16-45 year olds would be ready to choose a job with a « impact » positive, where they feel useful, rather than a higher salary. But for Élodie Gentina, the two criteria are not contradictory: “Young people may not give up a job or salary for a more positive impact on their society, explains the researcher. But that doesn’t mean they don’t want to work in companies that align with their values. »