Baby boomers are on their way out, and Gen Z is on their way in. Much like clothing styles, music, and trends, the way we work is evolving. What does this mean for CEOs and established businesses? What changes do the new and old generations of job seekers want to see?
Not all generations are rooting for remote work. Recent studies show that Gen Z, millennials, Gen X, and baby boomers have different opinions. Before interviewing your next candidate, learn a little more about how each generation tends to feel about work environments.
In-office vs. Remote Work
The number of remote jobs available in the US has tripled since 2020. While some employees are thrilled, others miss the traditional office. The office provides a safe and social setting where people can learn from senior employees, chat with others who understand their excitement and frustrations, and escape from home life.
On the other hand, some lines are blurred when working remotely, especially if the employee never worked in-office for the company. Employees are one click away from a conversation with the CEO, their manager, or a coworker they’ve never met. Is it intrusive to message a stranger? Is it annoying to send two messages in a row? Do they follow the traditional chain of command or go straight to the source?
Gen Z 1995-2012
Although this generation was raised on tablets and smartphones, they are the least interested in full-time remote positions. The majority of Gen Z job seekers want in-office jobs where they can find mentors, network, socialize, and feel like they’re part of a team. According to a survey by Skynova, 58% of Gen Z plan to look for a new career within the next year, and 47% of them will look for an in-person opportunity.
Millennials 1980-1994
Millennials, who will soon be the largest portion of the workforce, are most likely to stay in a remote position if given the choice. A study by Joblist shows that 49% of millennial workers and job seekers want to work remotely and would likely quit their job if they were forced to return to the office. This generation is the most likely to have children at home, meaning that returning to the office could force them to incur additional expenses, such as childcare.
Gen X 1965-1979
Most Gen Xers worked in offices for the majority of their career. They learned how to use computers and interpret data on the job. They are most accustomed to the traditional 9 – 5 and don’t show a strong opinion about in-office, hybrid, or home-office careers. However, this generation tends to be independent and entrepreneurial. If their needs aren’t met, they’ll likely look elsewhere.
Baby Boomers 1946-1964
As most baby boomers are nearing retirement age, they don’t have much of an opinion about working in-office or remotely. However, some see remote work’s growing popularity as an opportunity to elongate their careers without going into the office.
How to Negotiate With Prospective Employees
Despite differing opinions, one thing is clear: the future is about choice. Across all generations, flexibility is one of the most valued career aspects. When bringing a new employee on, consider the following:
- Negotiate the office hours if you can’t offer an employee a hybrid or remote position.
- If your company doesn’t have an office, consider offering a monthly co-working space stipend.
- To combat Gen Z’s lack of comradery and mentors, introduce veteran employees to new employees, have bi-weekly Zoom check-ins, or schedule meet-ups for those who live in the same vicinity.
- If an employee doesn’t want to work in the office, consider offering a pay raise, included lunches, or a transportation pass.
Always be clear, concise, and polite. 56% of workers are likely to search for a new job within the next year, with Gen Z and millennials making up the majority of that statistic. If you have a good team, it is worth checking in with them, calculating their happiness, and perhaps renegotiating their contracts. Pay and flexible working hours are the two most important qualities for working professionals today.
