Italians' approach to work is changing

On the occasion of International Workers' Day, GoodHabitz, an international corporate training platform, partnered with YouGov to analyze the ongoing transformations in the world of work in Italy. The data collected in the first half of 2024 outlines a complex picture, heavily influenced by growing professional dissatisfaction: according to the survey, almost 1 in 3 workers (30%) reported having changed or wanting to change jobs due to mental exhaustion related to their occupation. This feeling is even more evident among younger individuals, with 34% of those under 44 (Millennials and Gen Z) seeking a change, compared to 28% of those over 45. The reasons go beyond salary. 25% of workers feel the need to pursue a career path more aligned with their aptitudes, while another 26% dreams of a radical life change. At the same time, the traditional view of work is rapidly shifting: 40% of Italian employees are experiencing a "non-linear" career path, involving changes in roles or sectors within the same company or in different organizations. The idea of a “secure job for life” is giving way to a more fluid, dynamic, and personal career narrative.

The New Work Glossary for 2025

Change is not only in the numbers but also in the language. The emerging vocabulary in the HR sector reflects a structural shift in the approach to work, both by companies and employees. Terms like Quiet Cutting or Great Exhaustion are not mere trends, but labels for a real transformation: that of a labor market that is more fluid, less hierarchical, and deeply shaped by new expectations. According to the study, the era of the “single career” is coming to an end. Workers are seeking professional experiences that align with their aptitudes, respect mental well-being, and offer personal growth. The centrality of the individual – with their emotions, aspirations, and limits – becomes the new standard. To better navigate this new world, GoodHabitz has compiled a glossary to understand the emerging HR trends for 2025, a useful tool to grasp where the world of work is headed. For instance, Quiet Cutting is an increasingly common practice among companies: instead of layoffs, employees are reassigned to less desirable roles to reduce costs. While this may cause frustration, it allows organizations to retain valuable talent. Boomerang Employees refers to staff members who return to a company after a period away. They bring new skills and a prior knowledge of the work environment, making reintegration easier, while Green Collar Jobs represent roles focused on environmental sustainability and ESG targets. Their importance grows in line with increasing attention to a green economy.

We also talk about Leadership Blue Ocean, which prioritizes innovation and creativity in unsaturated markets. It’s a strategic approach that aims to create new opportunities instead of competing in overcrowded spaces, while Empathetic Leadership values listening and authenticity, promoting a work environment where emotions and vulnerability become sources of strength. Reverse Mentoring is the term that describes the inversion of traditional roles: younger employees train senior colleagues, particularly on digital and tech skills, bridging generational gaps in a positive way. Talent Cloud describes a situation where freelance or remote professionals are involved in specific projects, creating an on-demand global team, while Augmented Workforce defines the integration between human workers and digital tools like AI and automation. The goal is not to replace, but to enhance human talent. Neurodiversity Hiring encourages the inclusion of neurodivergent individuals, recognizing their value in problem-solving and creative innovation, and finally, Skill Based Recruiting moves beyond degrees to focus on practical skills and real potential.

How can we respond to this radical change? The data from the GoodHabitz research makes it clear: by investing in human skills. Problem solving (92%), stress management (90%), and teamwork (88%) are considered essential for tackling today’s challenges. But there's more: 81% of workers believe these skills help uncover new personal inclinations, 79% say they support talent development, and 74% feel they are crucial to building their ideal career. In a labor market where technology evolves rapidly, the human element remains at the core. This is where the future of organizations is being shaped: in their ability to value people, support growth, and create work environments that are inclusive, flexible, and motivating. As Paolo Carnovale, General Manager of GoodHabitz Italia, points out: “In an increasingly fragmented world of work, human skills have become an essential requirement, no longer just an optional extra. […] A truly prosperous and sustainable work environment, capable of attracting, motivating, and retaining talent, starts from here.”