The speech “Verba Volant, Verbatim manent” by Andrea Montuschi, president at Great Place to Work Italia, offered the participants at the Jelly Session the scenario emerging from the written comments – the verbatim- of the young Italians and Europeans answering the questions elaborated by GPTW for a global survey.
Thanks to an artificial intelligence system, 500,000 comments were collected in 20 different languages. Here are the most significant data and the point of view of the younger generations.

During a previous interview, Andrea Montuschi had already highlighted the importance of the younger generations as promoters of change management.

They have grown up using social media and technologies, which got them used to instant feedback; for this reason they demand a continuous response from the management through frequent surveys..

The ones we present are the results of one of the polls conducted by GPTW.

Great Place To Work made two questions on the organizational culture:

Question 1
Is there something unique or special about this company that makes it an excellent work environment?

Question 2
Is there one thing about this company you would like to change to make it a better work environment, what would it change?

A particular importance has given to Smart Working (11% Time-Flexibility) and to the Workplace (10% Work Spaces) both in a positive sense -a more appreciated element- and in a negative sense- aspect that should be changed- to improve the company.

From a more in-depth analysis it emerges that the word “Millennials” is not correct and creates confusion: it is clear that younger people, at their first job,- the so-called Z Generation – cannot be compared with is almost 40 years old, forming his own family and has very high ambitions.

For this reason the answers were reworked by comparing the different generations and by providing the values ​​- positive or negative with respect to the general average – dividing them into two age groups that are usually merged into Millennials.
And the two age groups (up to 25 years and between 26/34 years) give very different opinions.

After the age of 26 years they are more positive towards smart working; under 25 the key factor is work-life balance (not just family) which records + 4%.

After 26 they complain about money, a problem less felt until they were 25 , probably at their first job and still living at home.

After the age of 26, the lack of career opportunities is a strong dissatisfaction factor compared to all other generations.

While the appreciation of the internal value system of the company requires maturity therefore it is not fundamental for younger people who are focused on other factors.

For example, the atmosphere is very important and the work space that 11% of younger people between 26 and 34 years would like to change.

Great Place to Work also dedicated a specific award to the theme of the Best Workplace for Millennials, which in 2018 was assigned to Zeta Service both in Italy and in European contest.

The younger people appreciated the happy and positive climate that Zeta Service creates through initiatives aimed at increasing the wellbeing of the employees and above all putting the happiness of its staff in the first place on the priority list.

And Daniela di Ciaccio talked about Happiness in the organizations during the Jelly Session indeed.