Marvin OnumonuJunior workers want more pay for on-site roles, with 64% believing they should be paid more than remote ones, according to a study from the British Standards Institution (BSI).
The study showed that hybrid work was favoured by 37%, over fully remote or fully site-based roles, chosen by 16% and 27% respectively.
The study also noted the importance of consistency and trust, with 49% of remote or hybrid workers willing to quit if required to work fully on-site.
However, 60% supported ‘anchor days’ for in-person team interactions.
Around 71% said full-time on-site roles should offer flexibility, like core hours or part-time options.
Additionally, work-life balance ranked as the top professional motivation (49%), above job stability (43%) and financial incentives (39%).
Remote and hybrid workers benefited economically, with 59% saving money by not commuting.
The study also showed a preference for in-person interactions, with 52% favouring face-to-face meetings over phone or virtual meetings.
Mental health and social connections were significant, with 34% reporting negative mental health impacts from remote work during the pandemic but 57% saying hybrid work improved their mental health.
Social benefits at work included making friends (73%), finding mentors (55%), and participating in social activities monthly (48%).
Susan Taylor Martin, CEO at BSI, said: “We are five years on from the pandemic and organizations around the globe are still grappling with the most effective ways of working.
“BSI commissioned this important study to create a detailed picture of a cohort who started their careers amid significant upheaval, many of whom have never known pre-pandemic ‘typical’ working patterns.
“The results provide a strong counterpoint to the culture war narrative of a lazy generation; instead we have found a cohort thinking very carefully about what they want from life and work and understand the trade-offs involved.”
Martin added: “They are our future leaders. Organisations thinking about how to attract, retain and get the most from their talent will surely benefit from starting from a place of understanding and empathy about the circumstances that shaped their newest starters and continue to inform what they want from their careers now.”
Kate Field, global head of human and social sustainability at BSI, said: “The hybrid generation has had the curtain pulled back on what work is and what it can offer them.
“Our survey paints a picture of a highly pragmatic cohort. They value balance, moderation and consistency and are thoughtful when it comes to prioritising their own health and wellbeing.
“Alongside the unique circumstances of the pandemic, they are also facing longer working lives and higher living costs so it is perhaps no surprise that sustainable careers – careers that serve their lives rather than the other way around – are a priority.”
Field added: “This works for employers too, a healthy, happy workforce, inclusive of those with visible or invisible disabilities, mental health or neurodiversity needs, is a more innovative and productive workforce.”
Mark Morrin, principal research consultant at ResPublica, said: “Hybrid working is not for everyone. But for the generation that entered the workforce during the pandemic the experience has been largely positive.
“Hybrid workers are more likely to have been promoted and more likely to have had wage increases compared to their site-based peers.
“But there is some indication that hybrid roles might lead to, or reinforce, a sense of isolation or lack of workplace confidence.”
Morrin added: “A quarter of all those who are currently in remote or hybrid roles say that social anxiety would influence their decision to take a site-based role.
“This represents both opportunity and challenges for employers and policymakers in shaping the career landscape for young people and new job entrants.”
