Companies face different challenges when it comes to generating an organizational culture and adopting the policies needed to make talent fall in love with their jobs. 60% of Ecuadorian HR professionals, who participated in a regional survey of 200 professionals, believe that the talents in their organization are not in love with their work, while 40% think the opposite.

This, according to the study “How can work make people fall in love again?” conducted by Multitrabajos.com which found that it is important to have a balance between work and personal life, to feel valued, to earn fairer wages and to have opportunities for growth in organizations.

These are the areas where there are the most vacancies in companies and the salary that workers want to earn

Multitrabajos.com is an online job portal that currently offers more than 5,000 job offers and has more than 2.5 million visits per month in Ecuador.

What does it take for talents to love their work? What are the main challenges?

For Jeff Morales, Marketing Manager at Multitrabajos.com, the new generations have a completely different attitude towards work. They do not understand work as something separate from life, but integrated into it. “For this reason, what they expect from their jobs is much more than what previous generations thought necessary. Today, work must make you fall in love,” explained the expert.

Why are talents not in love with their work? 13% of HR professionals in Ecuador think it’s because talent doesn’t feel their work is valued, 12% because wages aren’t fair, and another 10% because they don’t feel their work adds value to the company.

The situation is repeated in other countries of the region. The majority of HR experts assure that the workers in their company do not like their jobs: in Chile 74%, in Panama 64%, in Argentina 61% and in Peru 57%.

This situation could change for professionals if different policies are implemented than those currently governing their organization. 20% of specialists in Ecuador believe that they should have a benefits plan that includes discounts, days off, paid vacation, extended vacations and student scholarships, 19% believe that wages should be paid according to hours worked, 18% believe that flexible schedules should be allowed to achieve a balance between personal and professional life, another 16% believe that the right to disconnect should be respected, and 11% suggest respecting the working hours of each talent.

In addition, 40% of the experts surveyed believe that the most important benefit for talents to love their job is a good salary, 27% a good working environment, and 15% suggest good flexibility.

This compensation varies in other countries in the region: in Chile it is a fair wage of 30%, in Peru a good working environment of 40%, in Panama work flexibility of 33%, and in Argentina also a fair wage of 31%.

How do you think this situation will develop in the future?

60% of Ecuadorian human resources experts stated that talents will accept less and less working conditions that they do not like and claim that this will encourage workers to constantly change jobs, 40% believe that there will be more and more talents who like their work because from areas of human resources to better understand the preferences and needs of talent.

The situation is the same in the region: most HR experts believe that talents will less and less accept working conditions they don’t like. In Panama 83%, in Chile 80%, in Peru 63% and in Argentina 70%.

Bosses’ salaries fell by 1.1 percent in November, and women’s job applications also decreased

In Ecuador, among the challenges for companies to adopt policies to keep their employees motivated are: a small budget to offer salary incentives in 22%, a lack of knowledge about new generations and work trends in 16%, and difficulties in actually promoting work-life balance for another 16%.

However, despite these challenges, Ecuadorian professionals implement certain policies to keep their talents motivated. 20% of them assure that they recognize a job well done and value good practices, 19% encourage the professional development of workers and growth within the organization, another 19% confirm that objective programs are encouraged with salaries, 15% claim that they work to generate open communication, 10% encourage social gatherings outside of working hours, 9% suggest treating all colleagues as equal regardless of their position, and 8% encourage inclusion.