A Gallup report released earlier this year has shed new light on how different generations perceive remote work. Surprisingly, Gen Z professionals are the least likely to prefer working fully from home.
While flexible work has become the new normal in many industries, the youngest members of the workforce seem to be looking for something slightly different. Many of them are opting for hybrid arrangements that give them some in-person time, along with the freedom of remote work.
So what’s driving these preferences, and what does it mean for employers trying to attract young talent?
💼 Hybrid Work Is Gen Z’s Preferred Setup
According to the Gallup findings, only around 23% of Gen Z employees whose roles can be done remotely say they would choose a fully remote option. This is noticeably lower than older generations, where closer to 35% favour working entirely from home.
What stands out even more is that Gen Z workers are more likely to believe that others in their company should be in the office more often. In contrast, millennials are more likely to support increased remote work across the board.
🧠 Connection and Wellbeing Are Key
The research points to an important factor behind these preferences. Gen Z tends to report higher levels of loneliness at work, along with lower levels of overall wellbeing. This may explain why full-time remote work is less appealing to them — especially if hybrid setups don’t lead to real connection.
Many Gen Z professionals report that while they do go into the office regularly, they often find themselves working alone. This lack of shared in-office time with colleagues can leave them feeling isolated and disconnected, even in a hybrid model.
👶 Life Stage Makes a Difference
Unlike millennials, many of whom are juggling parenting responsibilities, most Gen Z employees are not yet parents. This difference may help explain why they are less likely to prioritise remote work. In fact, the Gallup report shows that young parents are more inclined to prefer working from home, while non-parents are more open to hybrid or in-office setups.
📌 What Employers Can Do
As companies continue shaping their work strategies, it’s worth paying attention to what the younger generation is asking for. Here are a few ways employers can respond:
Allowing employees to choose their own in-office days is flexible, but it doesn’t help much if they show up to an empty office. Encouraging team-level coordination can improve collaboration and build stronger relationships.
From onboarding programmes to mentoring opportunities, Gen Z professionals benefit from feeling part of a community. Employers should make it easy for young employees to connect with colleagues beyond scheduled meetings.
One approach won’t suit everyone. Some employees thrive in fully remote roles, while others prefer the buzz of a shared workspace. A mix of options, based on role, personality and life stage, is often the most inclusive strategy.
A flexible work model still needs structure. Check-ins, mental health resources and clear expectations all play a role in helping employees stay grounded and motivated, regardless of where they work.
