Join An annoyed economy He used to be considered a “alternative” professional path – but it became fast. By 2027, half of the developed world’s workers will be part of the party’s economy, according to Jadid a report From ogilvy. While it was initially a mix of developments in technology and reduced the costs of companies that paid workers to independent Side side functions, the motivation has evolved in independent work.

“Young people are really driven by controlling the balance of their working lives, making their career and listed their careers,” said Reed Litman, Ogilvy, the director of Ogilvy and co -author of the report. luck. “They do not trust the old system.”

Gen Z members in an era characterized by uncertainty and disturbances, from epidemics to political turmoil to collective workers in various sectors. Traditional education is not a guarantee of a stable profession that was one day, as many employers find candidates at the entry level It lacks the necessary skills To start their climb on the ladder of companies.

A decisive sub -group of the growing concert economy is in the community of creators, influencers, independent businessmen and advisors, a category that includes “any person who publishes or weighs to their personalities or their skills group,” according to Litman. The creation of the content, which is seen once as a trivial hobby, has become more and more profitable, and the Creator’s economy is scheduled to reach 529 billion dollars by 2030According to a report from coherent Market visions.

In order to maintain competitiveness and not to lose future talent pipelines, companies must learn to embrace the modern Gen Z’s work at work. Litman argues that employers today often use negative connections with Gen Z, such as high rotation, as a justification why they should not invest in them. “This is a kind of race down, because although there is a truth about the high turnover between Gen Z, these facts are rooted in more total transformations, such as the idea that Gen Z will have many jobs and professions more than past generations,” says Litman. It is not a decision for General Z as it is like social meeting and technological results. “

Litman believes that employers need to embrace all aspects of the employee’s life and break the “invisible walls” between the consumer and the creator and the identity of the employee. Some ways to build loyalty include the Gen Z employees to host network construction events, where they can make contacts and receive guidance from internal and external experts, as well as “republishing days” that allow employees to spend half a day in a quarter in another team.

Access to the component is the other decisive element to keep it among the younger workers, and companies must invest in higher e -learning platforms through the membership of companies. “Leave [employees] Choose the training courses that are in line with each of their interests and the manager’s reactions – directly linked to their reviews. [employees] Unprecedented. “

Finally, Litman believes that companies can acquire a service with Gen Z by supporting their employees ’projects and passion projects, not inhibiting them. It suggests that unlike the focus on charitable work from top to bottom, the company’s resources should be directed to the employee -led initiatives. “Whether it’s etsy He says: “Forming the future of learning and gain includes changing how you see General Z. in a world where they have more options and flexibility, in order to win with them, you must change how you see General Z. in a world where they have more options and flexibility, in order to win with them, you must change how you see General Z. in a world that has more options and flexibility, in order to win, you must change how you see Gen Z. Educational on maven, which is compatible with what matters to workers.

This story was originally shown on Fortune.com

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2025-04-16 17:43:00