7 key trends and behaviors reshaping the U.S. workforce.

The world of work continues to evolve. That makes identifying the primary drivers behind employee sentiment critical to your organization’s success. Now in its 21st year, our global Workmonitor report explores the attitudes, ambitions and expectations of employees across 34 markets. This year, we identified seven key trends in the U.S. market worth exploring:

1. the remote work debate

A growing number of U.S. employees prefer returning to the office, particularly for younger generations. In fact, nearly a quarter of Gen Z (21%), Millennials (23%) and Gen X (23%) respondents want to return at least five days. However, just a third of all U.S. workers feel pressure from their employers to do so.

Despite this trend, flexibility remains important, both for personal reasons as well as the cost of living. According to the data, more than 70 percent of Gen Z, Millennials and Gen X prefer a flexible work location, with Baby Boomers close behind (63%).

Offer flexibility:

• adjust company policies and infrastructure to allow for flexibility
• ensure continued productivity regardless of employee location
• monitor employee satisfaction on a regular basis

2. generational influence on career ambition

In this year’s survey, age seems to have a distinct impact on career ambition. For example, Millennials and Gen Z tend to prioritize non-career-related goals while Gen X and Boomers look to their age and stage of life as most indicative of their ambitions. This is no surprise, given the emphasis placed on work-life balance and personal fulfillment among younger generations.

Yet when asked about their level of career ambition overall, the youngest generations responded with more enthusiasm. In fact, over half of Gen Z respondents (56%) would quit a job if their employers didn’t support their career ambition. The good news is they seem to do just that, with over 60 percent of Gen Z and Millennials saying their employer asks about their ambitions.

Foster ambition:

• build a culture that prioritizes work-life balance 
• offer in-demand career development opportunities 
• create employee feedback channels

3. meaningful career development opportunities

As mentioned above, younger generations attribute their career ambitions more strongly to the development and advancement opportunities offered by their employer. They’re also most concerned about future-proofing their skills, with Gen Z (46%) and Millennials (38%) saying they wouldn’t accept a job that didn’t help them do so.

But a desire for career development opportunities extends across age groups. In fact, the majority of all respondents think training and development is important to both their current job and future employment. The type of training desired varies: Gen Z looks most strongly for programming and coding while Millennials show high interest in management and leadership skills with technology training next. Gen X and Boomers most desire management and leadership skills and artificial intelligence training respectively.

Develop meaningful opportunities:

• acknowledge generational sentiments
• solicit stakeholder feedback
• review training opportunities as technology changes

4. the importance of employee well-being

According to the data, 42 percent of Gen X and 38 percent of Boomers in the U.S. agree they would quit a job if it were preventing them from enjoying their life. For younger generations, this number was even higher (57% for Gen Z and 53% for Millennials). These numbers show the continued importance of work-life integration for today’s workforce, regardless of age.

But employees who are satisfied are also more motivated. A majority of employees across generations indicated they are committed to their employer and likely to stay, and at least 60 percent of all age groups feel highly motivated regarding their current role and responsibilities.

Prioritize employee well-being:

• create a culture that fosters balance
• offer wellness education and incentives
• collect feedback on programs and policies

5. EDIB initiatives still matter

Even as terms like equity and diversity continue to receive negative attention, the workforce still places value on them. Gender pay equity ranks highest among desired employer EDIB initiatives, but a notable portion of respondents also view a diverse workforce as a crucial factor.

What’s more, this year’s respondents also feel strongly about having people of diverse backgrounds in leadership positions. While there are slight differences between generations, a significant percentage across the board value this aspect, particularly Gen Z (23%) and Millennials (20%).

Offer EDIB initiatives:

• conduct a salary analysis to uncover pay discrepancies
• provide educational programs for all departments
• review initiatives annually and adjust as needed

6. social responsibility does, too

According to the data, Gen Z (56%) and Millennials (48%) in particular agree their level of career ambition changes depending on what's going on outside of their job. This suggests that global events and societal factors play an increasing role in employees' career motivations and aspirations.

While employer stance and action on social, political and environmental issues remains important to U.S. workers in 2024, so do benefits like parental leave. In fact, a majority of respondents across all age groups wouldn’t accept a job if it didn’t provide benefits like these.

Promote social responsibility:

• track societal trends and address as appropriate
• review your family and career leave policies
• involve employees in social and environmental initiatives

7. looking for purpose at work

A significant number of employees across different generations want a sense of purpose in their work. The good news is, most do. This year’s data shows that 59 percent of Gen Z respondents think their current job gives them a sense of purpose, and is shared by most Millennials (62%), Gen X (61%) and Boomers (62%).

What’s more, more than 70 percent of all age groups feel their employer’s values and purpose align with their own. This is important since a significant number of respondents wouldn’t mind earning less money if they felt their job was contributing something to society.

Recognize purpose:

• promote work-life balance
• work to align company and employee values
• regularly monitor overall satisfaction