Rewards are important for every generation - but impacts Gen Z the most
Our research found this generation to be thrice as likely to be disengaged if they found the rewards structure of their organisation unfairly distributed.
Millennials face issues in their recognition
By 2025, millennials will make up 75% of the workforce. We looked into our data to understand what impacts their engagement. What can we do about it?
Gen X is a high flight risk
This generation is the most likely to leave a job role if it doesn't offer good opportunities, or provide a working environment acceptable to them.
Boomers can be engaged through autonomy
This generation is the highest scoring in drivers such as Accomplishment - but for drivers of engagement such as Autonomy, only 16% of our survey respondents felt that they could influence a change if they identified a better process at work.
Gen Z is the generation of digital natives. They find it more comfortable to communicate online, as opposed to face-to-face contact.
This generation is understood as confident and achievement oriented. With high expectations of their employers, they seek new challenges at work and are not unafraid to question authority.
This generation has grown in an era of freedom and self-sufficiency. Gen Xers are described as independent, resourceful and creative. This generation shows the most amount of variation, being early adopters of technology.
Growing up in an age of reform, they benefited from increased educational and financial opportunities. Boomers are described as confident, self-reliant and goal-oriented.
