The problematic :

Today, in a company, the four generations are present and thus have to learn to work together and share the different values, having lived differently from one another with different expectations. This leads to inadequacies.

  • 60 to 65 years : Knew the end of the war, the shortage (there were ration cards until 1950, housing shortage until 1955). It was necessary to make efforts and to reconstruct
  •  48 to 58 years : Knew the glorious 30, ease, expansion and are used to taking advantage and consuming. For them the 5 % growth was normal; they bought their accommodation with a loan paid by the inflation.
  • 30 to 45 years: Underwent the disappointments, the difficulties finding a first employment, the increase in unemployment, the first big restructurings. They were the first ones to know about the expensive loans.
  • 20 to 30 years : Are living the present moment, nothing can amaze them, they are nomadic, just waiting to have some for themselves.

Everything moves quickly today in an enterprise and for the employees in their professional and personal life. These repeated and quick changes concerning management, structures, outsourcing, lead to losses of taking their marks for the employees, anticipating these needs are not a easy thing.

The young can be placed for job positions with the required preparation, without the «  client’s knowing », of the field, the people.


Group’3C ‘s response:


Group’3C, overtaking the classic «  career track record »  which is too static, has worked out a career assessment to allow on one hand an executive or a manager to  professionally lead a real thought process on who he is, his motivations, his know-how, and on the other hand to build a project taking into account this reflection which looks towards the future.


Audit de carrière