As Four Generations Collide in the Workplace, Employers Must Rethink When and How People Work

WESTON, Mass., Nov. 17, 2016 /PRNewswire/ -- Monster, a global leader in connecting people to jobs, today announced the extended results from their inaugural Multi-Generational Survey of the Boomer, X, Y and Z generations. The findings uncover what makes each working generation unique, and how employers can attract, engage and manage each group separately and as a whole.

From the Cold War and "Swinging Sixties" that characterized Baby Boomers' experiences to Gen Y coming of age with 9/11 and the creation of the Internet, the evolving socio-economic factors of the last several decades have shaped each generation's unique perceptions and expectations of the working world. Even the most essential workplace function, communication, is coming together across generations:

• 84% of Boomers (aged 51-70) and 88% of Gen X (aged 35-50) rank email as their workplace communication medium of choice.
• 51% of Gen Y (aged 20-34) and 66% of Gen Z (aged 15-20) believe that texting is an important tool in the workplace.
• And 61% of Gen Z gravitate toward social media for workplace communications.

Technology – Everyone has an opinion
In some ways, technology is a common denominator among the generations: The majority of all groups (60% across generations) agree that digital tools are making them more productive in the workplace, but the similarities pretty much end there:

• Roughly 75% of the digitally native Gen Z value laptops and smartphones in their workplace, in line with their desire for mobility on the job (49% vs. 43% across all generations).
• 74% of Boomers and Gen X still rate desktop computers (74%) as valuable workplace technological tools, and 65% still view landlines this way

In the middle, using a combination of tools, is the transitional Gen Y, or Millennials, whose lives have been largely characterized by the continuous introduction of new technologies.

"As we help connect employers with great job candidates, we see a broad variety of preference for digital tools across generations," said Seth Matheson, Director of Talent Fusion by Monster. "While this is not particularly surprising, the variance does shed tremendous light on how employers must approach best communicating with job seekers at different levels in their careers, and where they should be making workplace investments to ensure the most engagement and productivity across their multi-generational workforce."

Working hours – They're not what they used to be
Advances in technology have a varying degree of influence on how and where younger and older generations prefer to work. Gen Z and Y, for example, are most in favor of a job that offers telecommuting (59% and 55%, respectively, vs. 53% across generations).

At the same time, it has begun to affect when all groups choose to work:

• 56% of Boomers (equal to the average across generations) feel that it doesn't matter what time you arrive to or leave from work, as long as you get your work done.
• Gen X is most attracted to a job with flexible work hours (18% vs. 11% across generations).

However, these evolving attitudes have not yet extended into each generation's approach to vacation:

• 25% of workers across all generations plan to take no vacation time in the upcoming year.
• 52% of Boomers are comfortable being accessible outside of normal business hours (compared to 48% across all generations).
• 40% of Gen Y report working the most during their last vacation (compared to 36% across generations).

"New technologies blur traditional work schedules across the generations, but it's clear from Monster's Multi-Generational survey that these attitudes have not yet extended to widespread workplace culture," said Matheson. "The good news is that this data reveals clear cut solutions to attracting and optimizing each generation of talent. Whether it's emphasizing flexibility for younger generations or offering unlimited time off to encourage employees to take necessary breaks, fostering workplace culture that reflects the modern age will help employers both attract and retain the best talent, as well as get the greatest return on their workforce investments at every level."

For more information on the distinct career drivers and preferences of each generation, as well as how employers can successfully attract and engage a multi-generational talent base, download the full report here.

Survey Methodology 
The Monster Multi-Generational Survey was conducted by TNS, a global research agency, and concluded in January 2016. The study surveyed more than 2,000 people across the Boomer (aged 51-70), X (Aged 35-50), Y (aged 21-34) and Z (aged 15-20) generations, working and non-working respondents in the U.S. At the time of the survey, the Boomer, Gen X and Gen Y respondents pre-qualified themselves as employed full- or part-time, or unemployed, a student or a homemaker – or some combination of more than one of these. The younger Gen Z pre-qualified themselves as either employed or, among younger teens, planning to work in the future.

About Monster Worldwide 
Monster Worldwide, Inc. is a global leader in connecting people to jobs, wherever they are. For more than 20 years, Monster has helped people improve their lives with better jobs, and employers find the best talent. Today, the company offers services in more than 40 countries, providing some of the broadest, most sophisticated job seeking, career management, recruitment and talent management capabilities. Monster continues its pioneering work of transforming the recruiting industry with advanced technology using intelligent digital, social and mobile solutions, including our flagship website monster.com® and a vast array of products and services. For more information visit www.monster.com/about.  

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SOURCE Monster Worldwide, Inc.

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