Exclusive: Half of the “hybrid generation” will quit their job if they return to the office full time, unless they get a wage increase, according to the survey
If employers implement a full return to office mandate, about half of those who have joined the workforce since the start of the Covid-19 pandemic will quit their jobs.
Young workers from their careers up to five years learned the ropes of the corporate world from their bedrooms. Findings from a new survey of these Gen Z workers by the UK Standards Agency (BSI) indicate that while this work pattern may have influenced their careers, it is unlikely that they will be easily returned to the office.
Almost half of the employees surveyed by BSI will quit their jobs if they need to return to the office full time. Young workers also believe that on-site work should pay more than hybrid work. Seven of the 10 UK respondents believe jobs requiring full-time presence on-site should pay more than remote or hybrid roles.
“Hybrid Generation” began its career in March 2020 during the onset of global lockdown, as explained by BSI. As a result, many of them have never worked with the pre-Covid norm of traveling to the office every day to complete tasks.
According to BSI CEO Susan Taylor Martin, with around 200 million people joining the workforce since the start of the pandemic, it will be difficult to “return the genie back to the bottle.”
“Our job expectations are very created by our first job experience. It never goes away. I think you’ll start to really shape what your expectations are,” Martin said.
In addition to maintaining flexibility, they believe that in-office work requires guarantees that they will not be contacted outside of hours. Last year, the UK government introduced it “The right to switch off” A bill that prohibits bosses from messaging employees when they’re done with work days.
Several major companies, including JPMorgan and Amazon, have wiped out RTO policies for employees in recent months, and have increased workplace tensions as employees struggle to abandon their flexibility.
The latest evidence of reluctance to adapt to pre-Covid norms would prove the employer’s prime minister.
Research has tended to show that younger workers are most negatively affected by remote work. This hinders progress at important learning contacts. The Collison Brothers Behind the Stripes Supporters For hybrid and remote models, consider young workers as cohorts It takes time In the office.
Atom Bank CEO Mark Mullen runs a four-day labor week and says employees can work completely remotely. luck Young workers I had to sort it out Office day with the manager.
The reason why bosses like to have younger employees in the office was amplified by the findings of BSI. The survey found that remote workers are more likely to feel that they missed training opportunities and performance reviews if Covid didn’t occur.
“They had a hard time working from home about what to do. They didn’t know the job, they didn’t know people, so they didn’t have direction.”
More than a career
One reason the career-related drawbacks of hybrid work are less important to younger workers is that progress itself is less important to them.
Only 39% of workers surveyed by BSI discovered that financial incentives are the most important markers of work and track the most coveted features of work-life balance.
“It’s not just this kind of single-minded focus on career progression and financial outcomes,” Martin said. “It’s a much more balanced picture, and I think it’s really unique for this cohort.
Other respondents felt more benefits than their drawbacks as they were exposed to remote work at the start of their careers. This is almost evident in the physical and mental health of workers, with the majority experiencing both positive effects when working from home.
They also don’t take for granted the fact that they may not have been able to do the work they currently have in the age of remote work.
Field cites the example of a young Bristol-based worker who has been able to do well-paid jobs in London thanks to the hybrid model.
This story was originally introduced Fortune.com