The flexibility offered by the home office is an important factor for many professionals Erik Reis/IKOstudio/Zoonar/picture alliance Having graduated in architecture for just six years, Clara Martinez has already worked in four companies. In the first exchange, the reason was exclusively financial. She then started to prioritize challenges and professional development, to the point of refusing a counter-proposal that was superior to the new offer. In the most recent change, she left a stable job, but with no prospects for growth, to join a larger company: she kept the same salary, gave up remote work and committed to a long-term career plan. "I didn't run away from a bad environment. I ran away from stagnation", he says. ?? Do you have any reporting suggestions? Send it to g1 The architect's trajectory reflects an increasingly common movement in the job market: job hopping, the practice of changing jobs frequently in search of not only higher salaries, but also professional development, flexibility and even greater identification with the culture of the new company. Why do young people change jobs more often? See how each generation thinks Read also Why so many Brazilians want to leave their jobs What each generation values ??and why they think so differently The numbers behind the trend Data from consultancy Michael Page prove this trend: 44% of Brazilians are actively looking for another opportunity, while 39% are considering leaving their current job. A recent survey by the Ministry of Labor and Employment shows that mainly young people are changing jobs. Among people aged 25 to 29, 25.3% leave work before completing one year. In the 18 to 24 age group, this percentage rises to 38.2% and, among adolescents aged 14 to 17, it exceeds half (52%). According to the survey, low wages, long hours and few opportunities for professional development help explain this behavior. Faced with the perception that there will be no investment in their career, many young people choose to quit their jobs in search of similar jobs that offer some additional advantage. For consultant Lucas Oggiam, executive director of Michael Page Brasil, the increase in turnover has different causes. Partly it results from voluntary decisions by professionals, and partly it reflects layoffs linked to the economic scenario. According to him, frequent job changes had been happening in recent years, but not in the same way at all hierarchical levels. Operational and entry-level roles traditionally have higher turnover, while senior leadership executives (so-called C-levels) remain at the same company for longer. When changes happen for economic reasons, shorter cycles do not always represent a worker's choice, but, in many cases, cost cuts and company restructuring. Successful CV: Tips to impress on first contact Photo: Drazen Zigic/Freepik From stability to purpose For researcher Maira Blasi, specialized in the future of work, job stability has lost space to other advantages, such as a more diversified career aligned with a professional purpose. She assesses that the expansion of higher education and internet access has expanded access to information, opportunities and different career references. "As Brazilians become more educated and global information circulates freely, the population accesses other references in the world, other ways of living life", says Blasi. At the same time, the stability offered by companies is no longer the same. Mass layoffs, hiring workers as legal entities and shorter projects have reduced the attractiveness of staying in the same organization for many years. "One side started not promising stability, and the other started thinking: 'I'll see how my career is going'", says Blasi. "When you 'pejotize' someone who previously held a position with fixed characteristics, CLT, you make room for that person to feel less tied to the company," he says. Diversity and inclusion Another factor for changing jobs is the search for more inclusive work environments. The greater media visibility of topics such as neurodiversity and gender diversity has led many professionals to question the traditional work environment. As a result, companies that offer flexibility, diversity policies and better conditions for reconciling personal life and work have become more attractive. For Blasi, after the pandemic, life outside of work gained more importance, leading professionals to try new companies and work models. "If a company doesn't talk about diversity, I'll try another one. If I can't take care of my child here, I'll try another one", he summarizes. Dissatisfaction with leadership is another important factor, as working in a toxic environment also has negative effects on personal life. Professional self-discovery At the age of 36, Ana Zampolo, a specialist in corporate education, also gave up job hopping. In the last six years, he has worked for five companies and even opened and closed his own business. He also migrated from logistics, his area of ??training, to the organizational area. For her, the changes were part of a process of professional self-discovery. For the professional, not every job change meant a salary increase. At times, she agreed to earn less to get closer to the area in which she wanted to build her career. "I agreed to close my company and come here because it was interesting in recalculating the route. I saw a path." Today, she states that, instead of stability, she values ??purpose and personal values ??more. "I'm not looking for stability. I'm looking for fulfillment, purpose, for the company to be in line with what I have as life goals. If that place or those roles aren't taking me to where I want as a person, as a career, I won't stay there. What interests me