Evento talent wins: round table discussion on the future of talent

As a closing event, a roundtable was held where participants addressed the challenges organizations face today in order to retain, develop, and work with talent in an increasingly global and multigenerational context.

December 16, 2025
12:27 pm

Event "Talent wins: HHs of high performance" (20/11/2025)

Gold medal of the event with a round table: generations, culture and the new bond between people and companies

Roundtable discussion

The conversation brought cultural differences, changing expectations, and a shared conclusion to the table: Organizations must learn to better manage the new generations.

The challenge of cultural differences in global organizations

One of the first points of discussion in the roundtable focused on cultural differences within companies with international presence and how these impacted the employee experience. A very illustrative example was given: while in Spain labor relations were described as more “hard,” cold, and impersonal, in Latin America a greater emotional dimension was emphasized in the professional bond.

This contrast opened up a key reflection: when a company aspires to create the right context to retain and develop talent, it cannot rely on a single way of interacting or leading. The “how” is worked on, communicated, and recognized influences as much as the “what” is offered.

The challenge of coexistence in companies with 4 or 5 generations: a complex opportunity

The second major topic revolved around coexistence in companies with four or even five generations, each with very distinct strengths, priorities, and ways of doing things. The speakers agreed that these generations presented different needs and a vision of work that was not always aligned, especially regarding time away from the work environment and balance with personal life.

At this point, the importance of adapting the value proposition to each group was emphasized in order to generate engagement. The roundtable insisted that it is not enough to offer “the same for everyone”: it is necessary to work differently on emotional wages and to be creative!.

Retaining new generations: objective or paradigm to be reviewed?

One of the most intense moments of the conversation came when the difficulty of retaining the new generations was discussed, and above all, when the question was raised whether it is really essential to retain them under the traditional career schemes in companies.

It was suggested that career paths in companies tend to be shorter, more linked to the execution of specific projects and more motivating. Consequently, the idea was defended of offering the execution of projects rather than a job: a dynamic proposal that will need to be updated frequently and offer new challenges periodically, even every half year.

This vision was not presented as a concession, but as a strategic adaptation to a professional logic that is already underway in the market.

Do younger generations have a sense of sacrifice or not?

The roundtable also addressed the contrast between the concepts of sacrifice vs. patience: whether younger generations have a spirit of sacrifice or, in general, were “different” or presented shortcomings that needed to be corrected. To enrich the discussion, the concept of sacrifice was contrasted with that of patience, pointing out that this was a generation marked by immediacy and having grown up with instant access to information.

In this context, Carlos Viladrich made it clear: they were better, but different, and that for this reason organizations have to learn to manage them. Furthermore, he emphasized a specific strength of the Z generation: their ability to optimize projects and their ease in the digital environment. It was indicated that they knew how to communicate in a different way and that, aware of that advantage, they were able to help Generation X advance in that field.

A closing with a clear message: manage better to compete better

The round table concluded with a cross-sectional learning: generational and cultural diversity was not solved with single-use recipes, but with adaptive leadership, segmented value propositions, and a less nostalgic and more practical perspective on the future of work. In a market where talent chooses, compares, and changes quickly, companies compete not only to attract: they compete to understand..

In talent At wins, we have the solutions to help your department attract and retain the talent your organization needs. Contact us and we explain how.