Editorial by Managing Director Alexander De Beir
Dear reader, business leader, manager,
During what I hope was a refreshing vacation, you likely took some time to reflect on the future of your company and/or professional activities. It certainly hasn’t escaped your notice that the labor market and employment contracts have been thoroughly shaken up in recent years. The traditional employer-employee relationship of the past has undergone a transformation in many aspects.
Trampoline or pole vault?
A proposal indicative of this ever-evolving context of work relationships was included in the latest (attempted) coalition agreement. It suggested that employees, after their first work experience of at least one year, should be given the one-time opportunity to resign voluntarily while still receiving unemployment benefits, albeit for a limited time. Those who would use this option to pursue training for a shortage occupation would also receive higher benefits. This proposal, known as the “trampoline allowance,” was partly conceived to reduce the risk of burnout for people stuck in routine jobs that no longer bring them satisfaction. It is also intended to push people out of their comfort zones and give them a nudge to reignite new ambitions in their careers.
Regardless of whether one views such measures favorably, I draw two conclusions from this. First, the phrase “never say never” applies more than ever to the labor market. Previous generations of employers would likely recoil at the idea of a resigning employee being paid for a while. However, today we see the proposal, from various political quarters, to grant this trampoline allowance multiple times throughout a career. This evolution suggests that the labor landscape will likely look very different in a few years than it does today.
A second observation is that such a measure undoubtedly addresses an omnipresent need for flexible solutions. And… this will certainly continue to grow. In the future, the employer-client will want to see their investment in manpower rewarded with favorable business results. The employee-service provider, on the other hand, will increasingly strive to achieve a balance between a personally and financially satisfying career.
El techo del Mondo
Together with hundreds of millions of viewers, I recently watched in awe as Swedish-American pole vaulter Mondo Duplantis broke his world record once again and landed gracefully on the mat. It was amazing to see how, in addition to the achievement itself, the sport, the specific technique with which the athlete skillfully used his body, the track, and the pole’s resilience, created such euphoria among the audience. There seems to be no ceiling to his accomplishments. This makes us so happy.
Of course, in the future, people in permanent employment will continue to give their very best to satisfy their employers, driven by a strong work ethic. But the sense of freedom in the work environment will likely never be as great as it is for those who take the entrepreneurial pole into their own hands. Many will feel the urge to take on new, higher challenges as freelancers. The business leader, who brings in an interim manager for a new project or a predetermined period, will likely feel less restrained in getting the most out of the situation. Expectations, in this case, become simpler because they are clearer.
No taboo
“Why hire” is no longer a taboo question. For this new season of TIP-IM, we dare to ask the question openly and repeatedly, from various perspectives. How economical, philosophical, social, or even ecological is it to bind people to you in an outdated employer-employee relationship? Especially when it can be done differently and more satisfyingly. This year, we will regularly feature experts to share their views on this topic.
This edition focuses on the microeconomic perspective, highlighting various practices and views on the subject. We are eager to hear your opinions!
