One in four Spaniards wants to change jobs and, moreover, intends to do so in the next year. This is the result of a survey by Simple Lógica for ElDiario.es, which shows that 8.2% of workers have changed professions in the last 12 months and that 14% have changed companies. Some data appear in the context of a phenomenon known as the “Great Retirement” or “Great Retirement” that occurred in the United States, which has spread to other countries, but for the moment it does not seem to be the same. An echo in Spain, with a labor market with very different characteristics.
25% of the population wants or plans to change jobs. It is one in four and the percentage varies according to their professional category. Administrative employees and skilled workers are most interested in changing working conditions. 31% more than three in seven want to change company. A figure that drops to 22% for unskilled workers and freelancers, and 20% for senior positions and skilled liberal professionals, who are most satisfied with their employment situation.
If the responses are analyzed according to age, the 18 to 34 age group is the one who most wants a professional change. 38% answered that they want or plan to change jobs. When asked how they intend to do this in the next year, this figure rises to 41.9%. In the case of the population aged 35 to 44, 26% want to change companies, and 30.5% have the desire to do so. And 15% of those over 45 want to change, and 18.3% intend to do so.
“Young people are the most willing to change jobs because they have the most temporary contracts,” explains Jose Ignacio Conde-Ruiz, professor of economics at Complutense University and Fedea’s deputy director. But two factors coincide with the desire to change jobs. On the one hand, a questionable contract. On the other hand, overqualification. “There are workers who work at something they are trained for,” says the expert, who compares the 26% willing to change jobs to 22% on temporary contracts. “It almost beat the temp,” he says, pointing to the obvious volatility factor.
For Carlos Gutierrez, Secretary of Research and Trade Union Training of the CCOO, “it makes sense to a certain extent that a young person who takes the first steps in the labor market does not close the door to changing jobs.” He attributes this to a change in the way careers are understood. “Forty years ago, a worker entered a company and had professional and salary development at the same company, so they stayed there for their entire career. Those models have changed and we see very different career paths,” he explains.
According to the results of Simple Lógica, 8.1% of respondents changed professions and 14% changed companies last year. Percentages vary by rank. In the first case, 13.4% of unskilled workers and freelancers started doing something else; 9.4% of administrative employees and skilled workers; and only 5.1% of high positions. In the second, the company changed by 15.2%, 17.5% and 10.2%, respectively.
In May 2021, Texas A&M University professor Anthony Klotz first mentioned the term “Great Recession” or “Great Recession”. Klotz, who studied the millions of workers out of work in the United States starting in 2020 due to the consequences of the pandemic and the lessons learned, analyzed In an interview on Bloomberg this phenomenon. According to the Pew Research CenterDuring the second half of 2021, four million workers quit their jobs each month. Reasons ranged from a lack of flexibility or family reconciliation problems to a feeling of little respect or little opportunity for improvement. But, above all, low wages.
In a market like the United States, close to full employment, these large layoffs could tip the balance. While businessmen protested because they could not find work, in June of that year, President Joe Biden announced the now famous “pay more”. A few words that the second vice president, Yolanda Díaz, supported in Spain. “If some employers are having trouble finding workers, I’ll give you a hint: pay more, offer better working conditions, and give them a reason to work for companies,” the labor minister said in October.
In May of this year, the vice president called a meeting with social agents to discuss “the issue of the great resignation in our country.” Díaz has already warned that this phenomenon “does not have the impact that is said on social networks”, but he met with unions and employers to get an X-ray of the situation in Spain. After the meeting, the parties agreed to exclude parallels with the USA from the analysis.
According to the INE, there are approximately 110,000 unfilled positions, most of them in the service sector, one of the most precarious and public sectors, due to slow filling processes. In 2014, this figure was 56,033 vacancies. Despite the increase in recent years, this rate is the lowest in all of Europe (0.7%), according to the UGT report.
In that analysis titled “The Big Resignation? No, no instability’The Research Service points out that in Spain, “the first quarter of the year saw a progressive increase in the number of voluntary resignations, with a cumulative total of 10,800 registered, 77% more than in the same period of 2021 and 31% more than. In the pre-pandemic stage (2019)”. “These results,” they explain, “do not mean of course Something negative, since with a high rate of job creation, workers may be more tempted to leave their regular jobs while they wait to find a job with better working conditions.” UGT also notes that “the increase in the number of voluntary dismissals does not have a negative impact on the volume of employment.”
“The issue of vacancies in Spain is not a structural problem. It is not a big recession, as they say is happening in the US and the data shows,” agrees Gutierrez, pointing to more specific problems in specific sectors and territories. “Who is going to go to Mallorca to work in the summer when the rent is so high?” he gives as an example. In addition, he notes that the unemployment data, about 12%, minimizes the problem of vacancies: “There is a correlation. Where the unemployment data is low, there are more pressing problems due to unfilled positions and vice versa.”
Conde-Ruiz also identifies a fundamental difference between the desire to change jobs shown in the survey and what happened in the US. “There’s no severance pay. You leave your job and it doesn’t matter to you because you know you’ll have the same job next year,” he explains of a country with close to zero unemployment. to zero and where it is free for companies to lay off workers. “A labor market with severance costs doesn’t work the same as a labor market like the US,” he counters. For this reason, “since they’re not going to pay you anything if you’re fired, you lose less if you quit,” he says. In Spain, apart from the rights acquired during the employee’s time with the company, such as seniority, the unemployment rate is higher and it is not so easy to find a job when you decide to look for work again.
Expectations or desires for change in the professional field do not correspond to the same degree of perception that can be implemented. In fact, when asked how likely they are to change in the coming months, the percentage of respondents who said it was fairly likely (3.2%) or very likely (5.5%) was a far cry from the 24.7% who said they would. wants to do it. Overall, 91.3% consider it unlikely or not at all likely. At this stage, 80.9% of those who consider it “probable” stand out.
This data, Gutierrez explains, responds to the fact that workers “know the reality and complexity of the labor market.” “Of course, many people want to improve, especially in the face of rising prices and because they see that their wages are not increasing at the same rate or that they have development problems in their company, but the odds are different and, the uncertainty and the economic situation, consider that This is impossible,” he elaborates.
Source: El Diario