Análisis sobre los factores que influyen en la rotación de personal de las nuevas generaciones en las empresas del sector comercial de Medellín
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Date
2025-05-06
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Corporación Universitario Minuto de Dios-UNIMINUTO
Type
Monografía
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Acceso Abierto - http://purl.org/coar/access_right/c_abf2
Abstract
En Medellín, el sector comercial representa uno de los pilares económicos más relevantes, caracterizado por su dinamismo, innovación y constante crecimiento. Sin embargo, las empresas enfrentan un desafío crítico: la alta rotación de personal perteneciente a las generaciones Millennials y Z. Estas generaciones, marcadas por nuevas expectativas laborales, valoran entornos flexibles, con propósito, oportunidades de desarrollo y condiciones que favorezcan el equilibrio entre la vida personal y profesional. La falta de alineación entre estas expectativas y la oferta organizacional ha generado una creciente intención de desvinculación voluntaria, afectando la continuidad operativa y aumentando los costos asociados al reemplazo de personal. El objetivo general de esta investigación fue analizar los factores que influyen en la rotación de personal joven en las empresas del sector comercial de Medellín. La metodología utilizada combinó técnicas cuantitativas y cualitativas, a través de encuestas y entrevistas aplicadas a empleados y expertos en gestión del talento humano. Los resultados muestran que la rotación se debe principalmente a la ausencia de flexibilidad, escasas oportunidades de crecimiento, ambientes organizacionales poco inclusivos y estilos de liderazgo tradicionales. Las generaciones jóvenes buscan condiciones que trasciendan el salario, como el bienestar emocional, la autonomía y el desarrollo continuo. Se concluye que las empresas deben transformar sus estructuras internas, adoptar políticas más empáticas y fomentar culturas organizacionales que respondan a las necesidades actuales del talento joven, con el fin de lograr su retención y garantizar la sostenibilidad del negocio en un entorno altamente competitivo.
In Medellín, the commercial sector represents one of the most relevant economic pillars, characterized by its dynamism, innovation, and constant growth. However, companies face a critical challenge: the high turnover of employees from the Millennial and Generation Z cohorts. These generations, shaped by new work expectations, value flexible environments, purpose-driven work, development opportunities, and conditions that promote a balance between personal and professional life. The misalignment between these expectations and the organizational offerings has led to an increasing intention of voluntary resignation, affecting operational continuity and raising the costs associated with replacing personnel. The main objective of this research was to analyze the factors influencing turnover among young employees in commercial sector companies in Medellín. The methodology combined quantitative and qualitative techniques, through surveys and interviews conducted with employees and human resource management experts. The results show that turnover is primarily driven by a lack of flexibility, limited growth opportunities, non-inclusive organizational environments, and traditional leadership styles. Younger generations seek conditions that go beyond salary, such as emotional well-being, autonomy, and continuous development. It is concluded that companies must transform their internal structures, adopt more empathetic policies, and foster organizational cultures that respond to the current needs of young talent in order to retain them and ensure business sustainability in a highly competitive environment.
In Medellín, the commercial sector represents one of the most relevant economic pillars, characterized by its dynamism, innovation, and constant growth. However, companies face a critical challenge: the high turnover of employees from the Millennial and Generation Z cohorts. These generations, shaped by new work expectations, value flexible environments, purpose-driven work, development opportunities, and conditions that promote a balance between personal and professional life. The misalignment between these expectations and the organizational offerings has led to an increasing intention of voluntary resignation, affecting operational continuity and raising the costs associated with replacing personnel. The main objective of this research was to analyze the factors influencing turnover among young employees in commercial sector companies in Medellín. The methodology combined quantitative and qualitative techniques, through surveys and interviews conducted with employees and human resource management experts. The results show that turnover is primarily driven by a lack of flexibility, limited growth opportunities, non-inclusive organizational environments, and traditional leadership styles. Younger generations seek conditions that go beyond salary, such as emotional well-being, autonomy, and continuous development. It is concluded that companies must transform their internal structures, adopt more empathetic policies, and foster organizational cultures that respond to the current needs of young talent in order to retain them and ensure business sustainability in a highly competitive environment.
Description
Analizar los factores que influyen en la rotación de personal de las nuevas generaciones: Millennials y Generación Z en las empresas del sector comercial de Medellín.
Keywords
Rotation factors, Millennial generation, Generation Z, Talent retention, Employee turnover., Factores de rotación, Generación Millennial, Generación Z, Retención de talento, Rotación de personal