Survey demonstrates generational differences regarding hours
of work, sentiment around returning to the office, and employer
support
TORONTO, June 9, 2021 /CNW/ - While the long-term
implications of remote work are yet to be seen, over the past year
it appears that working remotely has impacted each generation quite
differently, according to ADP Canada's most recent Workplace
Insight Survey. The survey, conducted by Angus Reid on behalf of ADP Canada, stressed the
importance of understanding how the employee experience may differ
depending on age, among many other factors, and the need for
employers to adapt expectations accordingly.
Gen Z differs from other generations on hours worked and
returning to the office - but all agree on stress levels
Many Canadian remote workers (44%) reported working longer hours
compared to pre-pandemic times, but Gen Z remote workers (under 25
years old) have been the least likely of all generations to clock
extra hours (31%). Millennial remote workers (those aged 26 to 40),
on the other hand, were the most likely to report an increase in
the hours of work, with nearly half (48%) reporting they are
putting in more hours compared to pre-pandemic times.
When it comes to the prospect of returning to the office, the
survey revealed that Gen Z remote workers are the most excited
(36%) to return to the physical office, followed closely by
Millennial remote workers (34%). This excitement seemed to taper
off with age, with only 29 per cent of Gen X (aged 41 to 55) and 26
per cent of Baby Boomers (aged 56+) looking forward to returning to
the office. Gen Z workers were also more likely (34%) to note
incentives offered by employers, which could be further motivating
them to return to the workplace. These include transit subsidies, a
flexible schedule, free parking, and additional compensation - all
of which Gen Z workers were significantly more likely to say are
being offered by their organization, when compared to respondents
from other generations.
One area that all generations seemed to agree upon was stress,
with around four-in-ten of respondents across all age groups noting
an increase in stress levels as a result of the
pandemic.
"This data clearly demonstrates each generation experiences
remote work differently. While stress is a common thread, younger
employees show more interest in returning to the office, suggesting
that they likely value face-to-face interaction and may even
believe working remotely may hinder their career development, while
others, in more established roles, may be thriving with remote
work", said Megha Makam, Senior
Human Resources Business Advisor at ADP Canada. "It's important to
identify these generational differences and open the conversation
with each employee's experience when developing supportive programs
or initiatives."
Employee support: from flexible schedules to mental health
and wellness initiatives
To support remote workers across age groups, many Canadian
organizations have introduced new initiatives throughout the
pandemic.
Modified schedules appear to be one of the most commonly
introduced support methods across generations. When it came to
fulfilling personal responsibilities during work hours, Baby Boomer
remote workers were the most likely (75%) to say their employers
let them work a modified schedule whenever they need to take care
of personal matters, followed closely by 72 per cent of Gen X and
Millennial remote workers.
Mental health and wellness support was also commonly noted among
Millennials and Gen X remote workers, with nearly half (48%) of
both generations saying their employers have introduced initiatives
in this area during COVID-19. Gen Z remote workers, however, did
not share this sentiment, with 65 per cent reporting their
workplace did not introduce such initiatives during the pandemic or
they were not aware of them if they did.
"So much has changed in the past year – including the way we
work and the way we interact with each other," added Makam. "The
survey findings support a call to action for employers to adjust
how we communicate with and support each generation of the
workforce. A blanket approach simply does not work when it
comes to navigating remote work."
Additional Findings
The generations also differed markedly when it came to how they
viewed productivity and quality of work. Key findings include:
- Gen X and Baby Boomer remote workers were the most likely to
report their productivity increased, with nearly half (46% and 47%
respectively) noting a bump in productivity since working
remotely.
- Four-in-ten (42%) of Millennial respondents also indicated an
increase in the quality of their work, compared to Gen Z workers,
who were the least likely to report an increase in quality of work
(31%).
Survey Methodology
This online survey of 566 working Canadians working
remotely, including those working full and part time, was completed
between April
14th and April
15th, 2021, among members of the Angus Reid
Forum. For comparison purposes, a probability sample of this size
has an estimated margin of error of +/- 2.5 percentage points,
19 times out of 20.
About ADP Canada
ADP aims to improve the working conditions of employees by
compiling relevant data, offering exceptional service, and
encouraging the use of cutting-edge products that help companies
support their people and reach their full potential. ADP is the
largest provider of HR services in North
America. It supports over 700,000 clients in more than 110
countries.
Designing better ways to work through cutting-edge products,
premium services and exceptional experiences that enable people to
reach their full potential. HR, Talent, Time Management, Benefits
and Payroll. Informed by data and designed for people. For more
information about ADP Canada visit www.adp.ca or follow us on
Twitter @ADP_CDA.
SOURCE ADP Canada Co.