While generation Z and millennial employees report the highest levels of satisfaction from flexible working arrangements, employees across all generations have increasingly embraced flexible work over the last five years, says Sandra Lavoy, regional vice-president at Robert Half Canada.

“The pandemic completely shifted expectations and sentiments in the workplace and many people in older generations realized the value of flexibility and balance that they may not have had before, while many younger professionals started their careers with these benefits and don’t know any other way.

“In the case of millennials, they are the generation who are most likely to have young kids at home, so flexibility is that much more essential to them right now,” she adds.

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According to a new survey by Robert Half, 71 per cent of millennials and 66 per cent of gen-Zers said that, since the start of the pandemic, they’d only consider roles that offer flexible work options, compared to 61 per cent of gen-Xers and 49 per cent of baby boomers.

Notably, when asked what kind of recognition efforts motivate them to do their best work, nearly half (46 per cent) said extra time off, while 36 per cent cited increased schedule flexibility.

Despite a preference for flexible work, six in 10 gen-Zer (59 per cent) and baby boomers (63 per cent) said they still value in-office time and the ability to collaborate with colleagues in person. Similarly, 29 per cent of gen Z workers and nearly a quarter (24 per cent) of gen-Xers feel they don’t have as strong relationships with colleagues as they used to.

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While seven in 10 workers said they feel as or more productive in a remote work setting as they are in office, more than half (54 per cent) said they now value in-office time and the ability to collaborate with colleagues in person more than they did pre-pandemic.

As employees put more value on in-person work, the survey found 68 per cent said a positive work culture and team dynamic influence their decision to stay with an employer. While two-fifths (42 per cent) of workers felt companies are trying to overcome this by placing a higher priority on workplace culture and employee engagement, 59 per cent said they feel culture and engagement have suffered because of remote work and that they don’t have as strong relationships with their colleagues anymore.

“To improve employee engagement and retention, employers should consider a workplace model that strikes the right balance — between structure and flexibility, oversight and independence and professional focus and personal connection,” says Lavoy. “With this balance, employers can build a more productive team that is engaged with each other and wants to succeed together.” 

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