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The global census data of 2016 states that approx 59.7% of global population is employed in various sectors; roughly 4.7 people are unemployed and rest are either students or homemakers or retired old age people. Now the question arises how many people out of 59.7% people are happy with their job (job is not limited to service but also covers self employment or early entrepreneurship)?

Another interesting survey also stated that 90% of people are not happy with their current occupation /job and therefore the best of them rarely comes out. Then what are the factors of this professional dissatisfaction? There could be multiple reasons and issues but today we restrict our discussion to service class people who do service somewhere. In this case some of the primary reasons are the monetary gain one might be receiving, work life balance, fatigue, stress, etc

According to the experts and previous observations, the major attrition happens post appraisal season and they look for more lucrative opportunities with higher financial benefits. But with the passage of time the equations have changed because of increasing maturity both the sides – employers and job seekers. Therefore while negotiating about the most important aspect of the job – salary negotiation – a job seeker must remember that “salary is very important in the new job, but it’s not everything.” And when a job seeker very conveniently overlooks this simple fundamental rule, he simply increases his chance of losing that opportunity. Therefore a job seeker must take care of following things while discussing over pay package and other perks & benefits. 

1. Keeping a figure in mind and then negotiating can be disappointing:

Mostly the employers or recruiters announces the pay package along with recruitment advertisement but that is in most cases the highest limit (unless specified) for that position. Now considering that if a job seeker doesn’t fulfil all criteria for particular job and starts negotiating from the figure as per recruitment add, can instigate the recruiter to bypass your candidature and look for some other prospects. So do proper homework before this kind of discussion.

2. If you will control yourself then you will never be exhausted:

One of the reasons of being “burned out” is that you don’t have control over you or yourself. There are many reasons for being exhausted or feeling unusual fatigue, some of them are you are doing strenuous activities or indulging in unnecessary tasks. Another reason is that because of workload or improper work life balance you are not able to connect to your eco system and therefore you end up draining energy. So do proper study of job profile before appearing in the interview and justify firmly why and how your expectations are rationale in connection to your expected role at new place.

3.Why you shouldn’t tell your colleagues about your stress:

Stress is actually contagious. When you chatter about your stress to someone, you feel temporary relief but it doesn’t going to help you reduce the same, on the contrary that person also will be infected with stress and unknowingly he will also be indulged in spreading it. Only solution to stop this contagious act is you have to watch & control the way you talk. Your stress related to your work or financial matters really don’t bother others then why to share with them? Remember there are no buyers of your challenges. If, in any case, you have to converse about the stress then also talk on remedies and solutions, what strategies are you using to reduce your stress or how can you be a problem solver.

Courtesy: Harvard Business Review (Case studies & Tips)

Being the human resource development student I learned in my college days that human behaviour is most unpredictable; didn’t understand the context at that time but extensive exposure of coming in contact & working with thousands of people made me comprehend it in various dimensions.

Being a Human Resource Development professional, I have been closely working with many white collar, blue collar and gray collar people and one common thing I have found among them was – The Indian youth has becoming more and more fanatical regarding employment virtues, longer tenure and allegiance to the organization. They tend to be absconding even for a minute financial benefit over the principles of learning & growing. In this scenario, the only blemish is not the youth on their side but also the mounting drift of urbanization and globalization has created enormous opportunities for them and they have simply carried away by demand & supply rule of economics.

Couple of decades ago, there was very difficult to get a job so people once got job would have spent their entire lives at a single place even tolerating the physical & verbal abuse; because that generation had the major concern of survival. Then next generation came in – they didn’t have the survival issues because their forefathers have already done arrangements in their time span. These people had to maintain the lifestyle & standard of living and therefore they were little more relaxed; but still the inclinations to leave jobs were not much. They could easily spend 10-15 years at one place – so ideally in their entire career they might have switched hardly 1 or 2 jobs.

Then the millennial generation came in the picture. This generation has been the most fortunate enough for several reasons i.e. their grand forefathers have solved their survival issues, their forefathers have managed their lifestyle & standard of living issues so they don’t have to bother either of them. Therefore they have been focusing on all the luxuries and fascinations in life. Because of driven by very high ambitions & aspirations towards lives – these people have been the highest absconding people.

This job generation gap of old v/s new generation employees can be explained through a comparison chart mentioned below:

Now, question is that previous generation employees’ mindset was good or the current one? Well this question is insignificant, it is said that change is the eternal law of the universe therefore this changed pattern is obvious and not to be bothered until our work is getting affected.

Few tips for the emerging HR professional to deal with this transition.

1. Motivate people to stick to one job profile for longer period and gain mastery over it.
2. Rather becoming ‘Jack of all & master of none’, one should focus on area in which one can shine enormously. Try to innovate in that one master skill only. 
3. Inspire them to overlook the short term gain over the long term benefits through the vision & mission of the organization.
4. Run the campaign for employee engagement and try to invoke the sense of self commitment into the workforce.

Feel free to write back for any employee related queries, concerns and challenges; we shall try to cater them either in the comment box below this article or may be as a subject in the next article.