While the looming retirement of the boomer generation is of ongoing concern, a recent study conducted by GfK of more than 30,000 employees in 29 countries, shows there is reason for concern at the opposite end of the employment spectrum.

“During tough times, engaged employees and a united workforce are a necessity, not a luxury. Engaged workers want their employer to succeed, want to remain with them, and want to go the extra mile. But we should remember that attitudes towards work and the realities of employment have changed for each generation,” Sukhi Ghataore, Director at GfK NOP, UK, said. “There is no longer an expectation of, or provision for, a job for life. Many younger people are looking for what they perceive as a meaningful career – something they believe they are entitled to – and will be working in jobs for the short term while they look to fulfill their ambitions elsewhere.”

In short, young workers in Canada, between the ages of 18-29 are lacking in engagement with their employers and are the most affected by work pressures: this poses long-term retention and management problems for companies worldwide.  The global market research agency, GfK, finds a labor market polarized between disillusioned 18-29-year-olds and their older, possibly more resigned, counterparts.

Although younger employees are more likely to be free from the biggest responsibilities at work, a larger percentage of them are “frequently” or “nearly always” concerned about their work-life balance, pressure to work long hours, and personal health.

Engagement with Employer

Looking at the opposite ends of the workforce age groups, just 21 per cent of 18-29-year-olds are highly engaged with their employer, compared to 31 per cent of those in their 60s¹. This 10-point gap between the younger ‘doers’ and those likely to be in the more senior positions poses real problems for businesses around the world, as it risks creating divided workplaces, inter-generational resentment and can hamper efforts to recruit, retain and motivate a flow of qualified young talent.

Although 61 per cent of young workers believe there are career opportunities for them, many believe these lie with another employer – or in another country. Six in 10 young workers (58 per cent) are actively looking for a job, or will be in the next 6 months.  Two fifths (41 per cent) are willing to emigrate to find new employment. It is crucial, therefore, for business and countries to confront and resolve the causes of disengagement in their young workforce.

Work Pressures Take Their Toll

In many countries, work pressures are taking their toll on well-being amongst the younger work generation. The recession has dealt a hammer blow to the aspirations of many. More than a third of young employees have been forced to accept a job they were unhappy with (36 per cent) or been driven down a different career path (37 per cent) because of the economy.

Younger employees also appear to be bearing the brunt of businesses tightening their belts. Two fifths (39 per cent) believe that their employer is using the recession to justify asking them to do more, compared to one in four older workers (24 per cent). A third (34 per cent) are also concerned about not having the resources to do their work effectively, compared to 22 per cent of workers in their 60s.

This, in turn, is having a real impact on younger workers’ well-being. Two fifths (40 per cent) are frequently stressed at work – which is a higher percentage than that seen in any other age. Moreover, almost a third (31 per cent) feel under pressure to work long hours. 

As a result, two fifths of young workers (39 per cent) are unhappy with their work-life balance – again the highest percentage of all age groups – while a third (32 percent) feel that work pressure and stress frequently impacts their health – five points more than those in their 50s, and ten points higher than those in their 60s.

For more information, please visit www.gfk.com.