In a recent study, it has been found that different age groups have distinct concerns and preferences when it comes to starting a new job.
The findings shed light on the diverse needs of individuals across generations, highlighting the importance of understanding these differences in the workplace.
The study indicates that among the surveyed age groups, Gen Z individuals, comprising 25 percent of the participants, exhibited a significant worry about workplace attire compared to other age cohorts. This generation, born between the mid-1990s and early 2010s, seemed to place more emphasis on their appearance in the professional setting.
Moreover, 29 percent of Gen Z respondents expressed their highest concern about being late on their first day of work. This particular age group appeared to be more anxious about punctuality, perhaps reflecting their eagerness to make a good impression as they embark on their careers.
In contrast, the study revealed that individuals belonging to the Gen X category, aged between 45 and 55, were primarily concerned about disliking their new job. This finding suggests that this generation values job satisfaction and compatibility with their work environment as crucial factors in their professional lives.
What about the 55+ age group?
Interestingly, those in the 55+ age group, commonly referred to as Baby Boomers, exhibited a greater preference for one-on-one interactions with their team members. Unlike other age groups, Boomers seemed to favor personal connections and collaboration, indicating a desire for more individual attention and support in the workplace.
However, despite their differing priorities, the study found a common ground among most age groups. Almost all participants agreed that they would feel more settled and prepared in a new job if they received a comprehensive induction and relevant information in advance. This shared perspective underscores the significance of effective onboarding processes to facilitate a smooth transition into a new role.
Remote working is very desired
When it comes to work arrangements, the study found that 69 percent of individuals aged 25 to 35, known as Millennials, expressed a strong desire to work remotely in a new job. This preference aligns with the increasing trend of remote work, which has become more prevalent in recent years. On the other hand, individuals aged 55 and above showed a preference for a hybrid approach, seeking a balance between remote and in-office work.
Phil Stott, the Group Recruitment Director at Forward Role, believes that Gen Z’s rapid adoption of hybrid working has played a significant role in shaping these results. He emphasizes the importance of providing a comfortable remote working environment for new employees, especially for businesses operating remotely. Stott notes that Gen Z individuals may have less experience with commuting due to prolonged lockdowns and travel restrictions, making remote work a more familiar and preferred option for them.
However, Stott clarifies that Gen Z’s inclination towards starting work remotely does not necessarily mean they are averse to working in the office. He argues that this generation has simply become accustomed to commencing their new jobs remotely due to the limitations imposed by the pandemic. The traditional concept of a first day in the office has become less common for them, leading to a preference for what they have grown accustomed to.
For employers seeking to provide an optimal experience for Gen Z candidates, Stott advises focusing on fostering organic relationships in an era where casual interactions at the water cooler are no longer guaranteed. He suggests that businesses prioritise constructive relationship-building by pairing experienced employees with junior-level staff. This approach allows for the simultaneous development of both company culture and skills, without imposing strict office attendance requirements when they may not be necessary or preferred by staff.
Phil Stott, Group Recruitment Director at Forward Role, says:
“Businesses can prioritise constructive relationship-building by pairing the most experienced employees with junior-level staff, “ says Phil. “That way, they can build culture and skills at once, without having to be draconian about being in the office when it doesn’t really suit their staff.”
Amelia Brand is the Editor for HRreview, and host of the HR in Review podcast series. With a Master’s degree in Legal and Political Theory, her particular interests within HR include employment law, DE&I, and wellbeing within the workplace. Prior to working with HRreview, Amelia was Sub-Editor of a magazine, and Editor of the Environmental Justice Project at University College London, writing and overseeing articles into UCL’s weekly newsletter. Her previous academic work has focused on philosophy, politics and law, with a special focus on how artificial intelligence will feature in the future.
Recent Comments on Stories