Generational Similarity: Struggling with Feeling Positive about Work
In the world of workplace culture and HR professionals, there has been a lot of discussion about generational differences over the years (including my blog on recent research about Gen Z). The understanding of how others differ from us, especially in what is important to them, is valuable when trying to lead groups of employees.
But sometimes, knowing how people are similar can be equally helpful. And current research is showing one significant similarity across generations: they do not feel positively about their workplaces.
A survey of 1,000 employees across the U.S. found a pattern of results that are rather disturbing:
- 61% of employees reported not feeling recognized enough.
- 59% report they have never had a supervisor who’s appreciated them.
- 33% state their work is only “sometimes” recognized.
- Less than 50% of workers 24 years old and younger feel recognized.
When looking at research exploring different age groups, other studies found additional areas of concern across generations. In a survey conducted by the American Psychological Association (APA) of 2,000 employees, the following was discovered.
- Younger employees reported higher levels of loneliness than older workers:
- 45% of 18-25-year-olds
- 33% of 26-43-year-olds
- 22% of 44-57-year-olds
- 15% of 58-64-year-olds
- 14% of 65+
- Younger employees reported feeling higher levels of stress at work:
- 48% of 18-25-year-olds
- 51% of 26-43-year-olds
- 42% of 44-47-year-olds
- 30% of 48-64-year-olds
- 17% of 65+
One conclusion reached by Dr. Arthur Jones, Jr., the APA’s CEO, was, “with more workers retiring later in life, the demographics of the workplace are changing, and younger workers seem to be having the hardest time adjusting.”
A well-known fact in the world of work is when employees don’t feel valued, they don’t stay very long. Gallup recently found that half of U.S. employees (51%) are either watching for or actively seeking a new job. This is concerning for the high economic costs and workplace culture instability that follows (for example, they estimate replacement of managers costs around 200% of their salary, and frontline employees, 40% of their salary). Importantly, 42% of employees who left their organization voluntarily in the past year report that their organization or manager could have done something to prevent them from leaving.
On the other side of the coin, managers are also struggling. With the increased demands for flexibility by employees (to work remotely or in a hybrid arrangement), managing people has become more difficult. Interestingly, only 3 in 10 managers feel involved and enthusiastic about their jobs. This is important because Gallup has found that more highly engaged managers have more engaged teams – which leads to a more positive workplace culture and higher productivity.
Connections
Sometimes we think about issues in compartments, rather than seeing the big picture and how problems are interrelated. It is important to note the interconnections between loneliness, depression, anxiety, not feeling recognized or appreciated, perceived stress at work, lack of employee engagement, and staff turnover. They are different symptoms of a common theme: a lack of relational connectedness.
Looking at the range of symptoms and their increasing frequency, can become overwhelming. A common response? Feeling hopeless, checking out, and doing nothing.
Let me encourage each of us to consider the following statement: I can make some difference in someone’s life. You can’t solve all the problems. You may not even have a huge impact in your workplace, but…You can make some difference in someone’s life. And I would encourage you to do so.
Do what you can – learn how to communicate appreciation in ways meaningful to your team members. The principle is the same as building habits in our lives – a little change of behavior over a period time can eventually have a huge impact!
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Categories 5 Languages of Appreciation in the Workplace, Appreciation, Burnout, Employee engagement, Workplace Culture
