"WHAT IF BIG CORPORATIONS HAD THE MEANS TO WIN THE BATTLE FOR THE FUTURE OF WORK?"

When we talk about the new generations, a prejudice suggests that their relationship to work is in rupture with that of previous generations and that large companies have a lot of difficulty offering positions that align with their expectations. As for me, I doubt it. Undeniably, those who are starting out in the job market express different expectations. But upon closer examination, it seems that our conceptions of work are aligned, regardless of the generation. And large companies have significant assets to assert themselves in this new work configuration.

Young people and work: a quest for emancipation, flexibility, security, and meaning. 

Many surveys attempt to identify the transformations in the relationship to work among 18-25 year old. As I go through them, the word that comes to mind is "balance."

Certainly, new entrants to the job market continue to seek companies that offer fair compensation - it is often one of the first criteria of choice stated. Similarly, 45% of them still consider staying with the same company for their entire lives, either in the same position or exploring different roles... These are rather encouraging aspirations for large companies capable of offering professional experiences and challenges throughout an entire career!

However, what has changed is that young people now do not seem willing to give up what matters to them and to society solely for the sake of their careers. They want to find the right compromises and balances.

I have noticed two differences in their approach to work compared to previous generations:

• First, a focus on meaning: 80% of young people state that environmental commitments are important for their career choices, and 70% of them would accept a more precarious job if it had more meaning...
• Similarly, while flexibility used to concern them fifteen years ago, 53% of young people now aspire to work in time slots that they prefer, and 25% of them would like to adopt a four-day work week!

But should we infer a war between generations based on these differences? I believe that by understanding and addressing the aspirations of young people, large companies can find opportunities to adapt and offer an environment that meets both their needs and the changing dynamics of the workforce.

Young people showing the way and the prospect of virtuous intergenerational mentoring.

 In reality, we are witnessing more of a reconciliation between generations regarding their expectations regarding work.

A recent survey conducted among executives shows that 77% of them understand the choice of the new generations not to pursue careers within companies considered responsible for the climate crisis...

4 out of 10 workers could consider changing jobs for work that has more meaning. Young and older individuals are aligned on this point!

As a Senior Vice-President, Human Resources and Corporate Social Responsibility, I am not surprised by this. Fortunately, the awareness of environmental urgencies, as well as the desire, accelerated by the Covid period, to better reconcile professional and personal life, are trends that transcend generations.

The majority of us wish for work that integrates more harmoniously into our personal lives and our roles as engaged citizens.

This alignment of factors holds great promise: instead of a generational war, we see the prospect of a work world shaped by the young and positively transformed by those in positions of responsibility today. The conditions are in place for the establishment of virtuous intergenerational mentoring, with a two-way flow of knowledge and experience!

And what about large corporations in all of this?

In this context of significant transformations, the "big" corporation is perhaps paradoxically the organization best equipped to respond to these multiple and sometimes difficult-to-reconcile expectations. Faced with these changes, it is often said that large companies, with their presumed bureaucracy and hierarchical management, are ill-prepared.

But I believe this assessment is mistaken, and I am convinced that it will be even more so in the years to come:

• Large organizations first offer immense playgrounds for employees, with significant and organized opportunities for professional and geographical mobility. By venturing off the beaten path, our HR and Training departments can build tailor-made programs on a large scale, which individuals alone would not only struggle to implement but also to envision!
• Large corporations are often criticized for economic, social, and environmental controversies. In response to this, they must demonstrate transparency and constantly provide evidence of their actions and commitments, which are genuine.
• Lastly, a large corporation has the means to establish secure and respectful processes for individuals and ensure the well-being of all employees. At Saint-Gobain, for example, we have implemented the "Mental Well-being Program," an internally developed digital solution designed for managers to foster the well-being of all teams.

This is the direction we want to take at Saint-Gobain: a purpose of "Making the world a better home," a multi-local, decentralized organization, and a strong internal culture based on TEC (Trust, Empowerment, and Collaboration). These are pillars of our HR policy that provide meaning, responsibility, and autonomy within a strong collective.

This is what we wanted to highlight through the creation of our new employer brand, reflected in the promise: "Wherever you are, let your personality shine and let our values guide you every day to invent a more sustainable world." With 77% of our employees stating that they have many opportunities to learn and grow at Saint-Gobain, we are on the right track!

In conclusion, as the jobs of tomorrow must combine positive impact and work-life balance, I am convinced that through their collective power, large companies are capable of offering them! What do you think?