April 07, 2021 , Chur / Stellenwerk News

Stellenwerk-Article in Südostschweiz newspaper

... about the upheaval in the labor market due to digitalization, globalization and Corona and the desire for fulfilling gainful employment and how to achieve this

The labor market is in upheaval due to digitalization, globalization and Corona. Skilled workers are desperately sought in various areas. Low-skilled workers, on the other hand, are having difficulty finding paid work. Flexibility is required from employees and employers. Adaptability is the key to success. And many people want a new, fulfilling job. How can this be achieved?

by Maurice Locher, owner and managing director of the personnel consultancy Stellenwerk AG with 20 employees in Chur and Zurich, published in Südostschweiz on March 27, 2021

What has proven itself for a long time no longer applies. Fixed working hours, rigid processes, traditional hierarchies, permanent presence and control at the workplace are outdated. Instead, project-based work, temporary assignments, part-time, freelance and home office work are constantly on the rise. This brings insecurity to the workplace and the job market.

More and more are emotionally exhausted

Permanent accessibility, acceleration and fewer personal contacts due to Covid are a challenge. The boundaries between leisure and work are blurring.

According to the "Job Stress Index" of Health Promotion Switzerland, almost a third of those in employment are emotionally exhausted. In other words, they have more stressors than resources. It can be seen that the pace of work and thus stress in the perception of employees has increased significantly since 2016. Digitalization is also increasingly becoming a stressor.

The importance of "New Work"

Frithjof H. Bergmann is an Austrian-US dual citizen and father of the "New Work" movement. "New Work" refers to the new understanding of work in times of globalization and digitalization. The central values of "New Work" are freedom, independence and participation in the community, so the question of meaning comes to the fore.

Supervisors as important motivators

According to the two-factor theory of Frederick Herzberg, a work scientist and clinical psychologist, intrinsic motivators predominantly contribute to job satisfaction. In contrast, inconsistent extrinsic hygiene factors lead to dissatisfaction.

Motivators are personal success, recognition, work content, responsibility, perspectives and personal development. Hygiene factors are internal organization, company policy, control, relationship with direct supervisor, work environment and conditions, remuneration, social contacts at work, status/security and impact of work on private life. According to a survey by Qualtrics, a specialist in enterprise feedback management in Germany, recognition by superiors is the most important motivator. Some 86 percent of respondents look forward to their daily work when they are regularly appreciated by their boss.

How to achieve fulfilling work?

The analysis is the beginning. Do I know what I can do and what is in demand on the job market? What - even unconventional - appeals to me? Am I willing - despite uncertainties - to leave my comfort zone? Basically, the lower the threshold, the easier it is to get started. Internships, temporary work or project work are found more quickly than "permanent" employment. With a well-done, thoroughly researched speculative application - directly to the decision-maker - you stand out from the flood of applications via the classic channels. The proof of the pudding is in the eating!

Translated with www.DeepL.com/Translator (free version)