Como as preferências de trabalho estão mudando na era do genai

"Não tenho medo de novos começos. Se você tem medo, isso pode limitar suas habilidades. Sinto -me confiante de que, mesmo que eu perca um emprego, posso encontrar outro." É isso que Anne Granelli, um sueco de 54 anos que atualmente trabalha em Abu Dhabi no campo da saúde, disse-nos. Anne é um participante de longa data em nosso Decodificação de talento global series and an early adopter of technologies, including Genai .

Observamos muitas ocasiões para novos começos nos dez anos desde que começamos a rastrear tendências no local de trabalho em nossa sérieDecoding Global Talent series. We’ve seen ways of working change dynamically (in response to exponential shocks) and deterministically (as a result of long-term trends).

During this time, multiple factors—notably, the race for talent, geopolitical tensions, and economic instability—have disrupted global business operations. Alongside these immediate changes, workplace priorities continue to feel the influence of longer-term macro trends: an increased focus on climate and sustainability; a renewed commitment to Diversidade, equidade e inclusão ; grandes mudanças demográficas; e O apelo contínuo da mobilidade global . Coletivamente, essas forças ajudam a moldar um local de trabalho que está se adaptando continuamente a novas realidades e desafios. E mesmo quando essas mudanças prosseguem, trabalhadores e empregadores estão digerindo o mais recente divisor de águas tecnológicas: Genai. Então, procuramos respostas para perguntas -chave:

Employers must understand what matters to workers and job seekers. So, we sought answers to key questions:

• O que os trabalhadores mais valorizam em um trabalho? Que impacto eles acham que a Genai terá em seus empregos e o que eles planejam fazer para garantir que eles tenham habilidades comercializáveis ​​agora e no futuro?
• How do job seekers perceive their position and negotiating power on the labor market?
• Do people use GenAI? What impact do they think GenAI will have on their jobs, and what are they planning to do to ensure that they have marketable skills now and in the future?
• O que os empregadores devem fazer para atrair e reter trabalhadores?

What Matters at Work Is Shifting

Feeling appreciated, getting along with coworkers, and having a good work-life balance. A decade ago, these were the three workplace characteristics that people most valued. As time went on, having a good relationship with one’s superior grew in importance. In 2021, amid the pandemic, people still cared about relationships and work-life balance, but financial compensation gained importance, because income became less reliable for many workers.

Now, we see several interesting shifts in what workers want.

For the first time since we began our series, job security is the number-one work preference. This might come as a surprise, given that unemployment is low and job vacancies are high. Recent headlines have suggested that the emphasis on job security may stem from restructuring in several industries or increased geopolitical uncertainty.

We don’t think those are the main reasons. Instead, we believe that the response mainly reflects workers’ concerns about their long-term employability—because our data connects the desire for job security with increased awareness of technological disruption. Respondents who expressed concern about the impact of GenAI on their jobs were more likely to prioritize job security.

O efeito da tecnologia nos empregos não é novo, mas Genai traz interrupções em um novo nível, afetando diversos trabalhadores e impactando não apenas tarefas repetitivas, mas também um trabalho criativo e conceitual. Portanto, é fácil ver por que outros atributos também aumentaram no ranking: oportunidades de aprendizado e desenvolvimento de carreira, compensação financeira e outros benefícios, como aposentadoria e benefícios de seguro. Em janeiro de 2024, a Organização Internacional do Trabalho relatou que os empregadores continuam lutando com a escassez de talentos. É improvável que essa situação seja resolvida em breve. A confiança deles não é infundada. A maioria dos trabalhadores não está terrivelmente preocupada com a IA empurrando-os para fora de seus empregos. A maioria - alguns 70% - aguardam que seus empregos mudem, às vezes significativamente, exigindo que eles desenvolvam novas habilidades. Apenas um quarto dos entrevistados pensa que a Genai não afetará seus empregos. Com ele pelo menos uma vez recentemente. De fato, quase 60% dos entrevistados estão abertos ao resgate sem qualificação, e outros adicionais quase 40% estão dispostos a se rescindir, se necessário. Os entrevistados que vivem em países onde a segurança no emprego são especialmente importantes têm maior probabilidade de estar aberta ao resgate, provavelmente motivado pelo desejo de garantir sua empregabilidade a longo prazo. Da mesma forma, os entrevistados que acreditam que Genai terá um grande impacto em seus empregos estão mais dispostos a se resgatar - talvez como um movimento preventivo, para que possam mudar para um trabalho completamente diferente, se necessário. Para preencher lacunas de talentos, os empregadores devem otimizar o ciclo de talentos. Antecipando as necessidades de talento

But Global Workers Remain Confident…

Over the past several years, global demand for talent has grown. As recently as January 2024, the International Labour Organization reported that employers continue to struggle with talent shortages. This situation is unlikely to be resolved soon.

Against this backdrop, most of our respondents feel that they have the upper hand when it comes to obtaining the jobs they want with the features they want. Their confidence is not unfounded.

…Even in the Face of GenAI

Based on our survey results, GenAI doesn’t appear to be a major threat to livelihoods, as many have feared. Most workers aren’t terribly worried about AI pushing them out of their jobs.

But respondents don’t view the situation through rose-colored glasses, either. Most—some 70%—anticipate that their jobs will change, sometimes significantly, requiring them to develop new skills. Only a quarter of respondents think that GenAI will not affect their jobs at all.

Talent Is Embracing GenAI and Ready to Reskill

To understand how workers imagine their future careers, employers need to investigate their employees’ sentiments about and relationships to GenAI:

• 86% of respondents have heard about GenAI.
• >50% have experimented with it at least once recently.
• ~39% use it regularly, including 18% of respondents who use it several times a week.

People are open to reskilling, because of GenAI or for other reasons. In fact, nearly 60% of respondents are open to reskilling without qualification, and an additional nearly 40% are willing to reskill if necessary.

Various factors drive openness to reskilling. Respondents who live in countries where job security is especially important are more likely to be open to reskilling, likely motivated by a desire to ensure their long-term employability. Similarly, respondents who believe that GenAI will have a large impact on their jobs are more willing to reskill—perhaps as a preventive move so that they can switch to a different job altogether if necessary.

Employers Can Meet Workforce Needs

Committing to an existing or new employer is a decision that workers won’t make lightly, especially in turbulent times. To fill talent gaps, employers must optimize the talent cycle.

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Our data shows that the workforce is open to change. We see this in respondents’ willingness to reskill and in their eagerness to embrace GenAI. As 35-year-old Italian entrepreneur Manuel Milliery, who now lives in France, puts it, ”I think people need change. Evolution, not change. The prospect of evolving along with the company is really appealing.”

For 27-year-old Hideo Daikoku, an R&D engineer from Japan, that prospect is already a reality. In his job, he says, ”I get to have some autonomy and creative control over the things I do. I can devote time to explore new topics that are related to the company’s larger goals.”

Of course, given talent’s affinity for mobility, the quest for evolution can mean looking for new job opportunities, too. Tomilola Abiodun, 32, who is originally from Nigeria and now works as a product manager and runs her own startup in the US, offers this advice: “There are many companies out there, many opportunities, and lots of things that you can do to make a difference. To think that you are stuck in a specific path or role would be a myopic view.”

Os empregadores que podem atender às expectativas em evolução da força de trabalho obterão uma vantagem crítica ao atrair e reter talentos no mercado de trabalho global altamente móvel.