Marvin OnumonuHybrid working risks leaving younger staff out in the cold if managers don’t step up, according to research from IRIS Software Group.
The study found that 51% of under 35s felt less connected to their organisation because of hybrid working.
This was higher among 18 to 24-year-olds at 52%, and 49% for those aged 25 to 34 – only 25% of over-55s said the same.
The research also found that remote work could be holding younger workers back from early-career experiences like learning on the job, building connections, and picking up skills from senior colleagues.
Only 9% of 18 to 24-year-olds saw hybrid working as a top workplace benefit, while 22% of 45 to 55-year-olds rated it highly.
Instead, 18 to 24-year-olds were more interested in generous holiday allowances (18%) and financial wellbeing support (17%).
They were also the least satisfied with their current benefits, with just 59% saying the package suited their life stage, compared to an average of 69%.
Stephanie Kelly, chief people officer at IRIS, said: “Hybrid working isn’t inherently the problem.
“The issue is that many managers haven’t been given the right training or tools to lead decentralised teams effectively. And it’s the younger staff paying the price.
“Early careers are built on so much more than just doing the work.”
Kelly added: “It’s the corridor conversations, watching how senior colleagues handle tricky situations, practicing your pitch on someone before the big meeting.
“When young professionals are working from their bedrooms, they’re missing those irreplaceable ‘aha’ moments that come from simply being around others.
“These aren’t nice-to-haves, they’re the building blocks of a career.”
She said: “The solution isn’t to abandon hybrid working, but to get smarter about it. Managers need real support to keep teams connected, motivated and supported, regardless of location.
“Whether that’s through digital learning platforms, structured mentoring, or being more intentional about in-person time, we have to bridge this connection gap before we lose a generation of talent.”
Additionally, only 56% of Gen Z employees felt their company cared about their sense of belonging, compared to 77% of 25 to 34-year-olds and 78% of 35 to 44-year-olds.
Kelly said: “What’s fascinating is that Gen Z values work-life balance enormously, but not at the expense of their development. They want both.
“While older colleagues might see hybrid as the ultimate perk, younger staff would often trade some of that flexibility for more holiday or better financial support.
“Smart businesses will stop assuming everyone wants the same things and start tailoring their approach.
“Those who do will see the difference in their retention rates, productivity, and ultimately, their bottom line.”
