In recent years, we have been witnessing—globally—a profound transformation in value systems, that is, a shift in the relative importance of one or more aspects of life, which is impacting various social, cultural, and work-related spheres, including in Italy.
These changes are the result of a complex interaction between demographic, economic, and technological factors, which are redefining the population's priorities and expectations, especially across generations.
Let's briefly analyze these changes underway in Italy and their impact on the world of work.
How are value scales changing in Italy?
Italian society is undergoing a transformation that is also overturning traditional value systems.
Until a few decades ago, work was at the center of individual and collective priorities, and job security was a primary objective.
Today, however, we are witnessing a growing interest in work-life balance, personal fulfillment, and psychological and physical well-being.
Work remains an important aspect, of course, but it is often seen simply as a means to achieving broader goals, rather than as an end in itself.
Some factors driving this change include:
● The economic crisis and job insecurity, which have made the idea of job stability as a top priority "utopian."
● Technological advancement, which has produced new, flexible work opportunities.
● The new perspective of younger generations, who place greater value on quality of life, the environment, and social justice than previous generations.
Important confirmation of these changes had already emerged from the 7th Censis-Eudaimon Report, which highlights—among other things—that 75% of Italian workers now consider corporate welfare a fundamental component of their well-being and quality of life.
This suggests that workers are no longer seeking just adequate wages, but also support for their health, training, and psychological and physical well-being.
The report also highlights that 56% of employees are willing to change jobs to improve their work-life balance, indicating a clear shift in priorities.
The growing role of corporate welfare
Based on the above, it's clear that corporate welfare plays an increasingly crucial role in this new landscape.
Companies that today offer well-structured welfare packages—which include benefits such as healthcare, training programs, parenting support, and flexible hours, in addition to summer camps for children and more—are more attractive to talent and able to maintain high levels of employee satisfaction and productivity.
Corporate welfare has evolved from an ancillary tool to a strategic element for employee well-being.
According to the Censis-Eudaimon report, 60% of Italian workers believe that corporate welfare should be extended, as they no longer consider it a "bonus," but an essential component for ensuring a quality working life.
Corporate welfare helps mitigate phenomena such as burnout, creating an environment in which employees feel more appreciated and supported..
New scales of values
Only 25% of the world's population today says they feel fully represented by their governments' policies and programs and find them aligned with their values.
Similarly, in the current workplace, employees are no longer satisfied with a well-paid job; they also seek an inclusive work environment, opportunities for personal growth, and flexibility.
Companies that understand and meet these needs can therefore reduce turnover and attract and retain top talent.
One of the best-known tools for measuring these changes in the workplace is the Likert Scale, which is useful for assessing employee satisfaction, expectations, and values, thus allowing companies to adapt to changes.
Recent surveys show, for example, that an increasing number of Italian workers place a high value on flexible working hours, remote working, and corporate sustainability.
The new values of Gen Z
According to ANSA data, we can summarize the universal values of Gen Z (those born between 1997 and 2012) in 11 points:
Benevolence, to preserve and promote the well-being of people
Universalism (Social), such as understanding, appreciation, tolerance, protection, justice, and equality
Self-determination, such as freedom of thought and action
Security, such as personal and societal stability
Universalism (Natural), such as the preservation of the natural environment and animals
Stimulation, such as the search for ever-new challenges
Personal success
Tradition, such as acceptance of customs pertaining to one's culture or religion
Personal pleasure and sensual gratification
Conformism, such as adherence to social expectations and norms to avoid upsetting the balance
Power, such as social status and prestige
Job disaffection and a comparison of generations
Disaffection with work is particularly pronounced among younger generations, who show less enthusiasm for the traditional concept of career.
This phenomenon, closely linked to shifts in value systems, is especially evident among Millennials and Gen Z, who tend to prioritize meaningful experiences, leisure time, and jobs that reflect their personal values.
In contrast, older generations, such as Baby Boomers, have developed a strong work ethic based on stability and financial security.
Generational gaps inevitably lead to a fracture in the way work is perceived and experienced, posing new challenges for companies, which must manage an intergenerational workforce.
Demographic indicators and forecasts for 2025
Demographic indicators in Italy point to a progressive aging population, with a shrinking workforce.
This leads to increased competitiveness in the labor market, for both workers and companies.
Forecasts for 2025 suggest that remote working, flexibility, and digitalization will be key components in determining future career choices.
Those who understand and adapt to new needs and priorities will benefit, while those who remain anchored to old values risk losing their appeal.
In conclusion: value systems in Italy—as in the rest of the world—are changing increasingly rapidly and are strongly influenced by recent cultural, economic, and technological transformations.
These changes are also redefining individuals' relationship with their jobs, fostering a growing interest in well-being, personal fulfillment, and flexibility. Companies that recognize and adapt to these new priorities will most likely be the ones that thrive in the next decade.
Being aware of the transformations underway and knowing how to exploit them to your advantage is the only way to stay ahead of the curve!
