Remote work doesn’t appeal to Gen Z

Remote work became a new norm for desk workers suddenly as organizations felt the gravity of the pandemic. As changes were put in place, businesses were concerned generational differences would lead to different uptakes in new technologies that enable remote working.

However, it is the youngest working generation who are less interested in dispersed positions.

Candidates between the ages of 20 and 24 are the least willing to apply for remote work by LinkedIn.

To understand the sentiment of candidates towards working away from the office, LinkedIn Economic Graph researchers analyzed job openings and applications in the US, UK, France, and Germany. With the help of Censuswide and YouGov, the survey encompasses 4,000 18 to 25-year-olds in the US and Europe as well as 250+ C-level executives in the UK from organizations with more than 1,000 employees.

Why Gen Z doesn’t want remote

In the United States, 35% of 20 to 24-year-olds were applying for remote work, but this number declines in the UK (14%), Germany (16%), and France (4%).

Follow-up findings indicate why Gen Z are applying for remote positions less than older generations. 70% of Gen Z respondents want access to the office, claiming that they prefer a hybrid way of working or being in the office full-time over being dispersed. The reasoning for a preference towards the office for 30% of the respondents was that the it enables a sense of separation between work and home.

24% of Gen Z claimed that the office was a better working environment and 23% noted that it was an opportunity to build closer relationships with colleagues. 21% of respondents also felt that the office offered an opportunity for training, mentorship, and access to senior colleagues.

There is another component to why older generations are applying more frequently for remote positions. Many entry positions will not offer the option to work from home because of the need for training, as a result older workers can take the flexibility offered by dispersed working while Gen Z will need to be further in their career to access the same benefits.

Discussing the findings, Allen Blue, co-founder and vice president of product management at LinkedIn, said: “The last two years have been an incredibly challenging time to start a career.

“Gen Z will soon make up 30% of the global workforce and employers must keep their newest recruits front of mind and create working environments where they can thrive. It’s clear that Gen Z want flexibility but LinkedIn’s data shows that doesn’t necessarily mean that they want to be fully remote.”

He added: “Offering flexibility isn’t just critical in terms of attracting and retaining Gen Z talent, but it also represents a huge opportunity to make workplaces fairer, more inclusive and equitable. That means recognising the realities of people’s personal situations, including that they may not have an ideal set-up to work from home full-time.”

While a return to the office may be positioned as a decision by senior leadership, it is clear that those starting out in their career are asking for more face-to-face time.