In the ever-evolving world of work, millennial bosses are taking the reins with a fresh perspective and a set of demands that might raise a few eyebrows.
Employers have been sprucing up their workspaces with the newest tech, living walls, and better coffee makers in an attempt to persuade workers that it’s worth driving to the office to perform the exact same task—but under the watchful gaze of the boss. However, executives will have to put in a lot more work if they want younger managers to comply with return-to-office requirements.
The Millennial vibe at work
Born between ’81 and ’96, millennials have earned a reputation for chasing that elusive work-life balance, craving flexibility, and searching for a deeper sense of purpose in their careers. Shaped by the challenges of the recession, they’re not your typical corner-office execs. Now in leadership positions, they’re turning heads with some unexpected asks.
According to the Chartered Management Institute (CMI), managers under 35 are most likely to comply with their boss’s request to work in the office if they have a list of demands. The CMI polled over 1,000 managers in the U.K.
The newest generation of managers expects their employers to make up for their return to the old method of working. Interestingly, just 19% of managers over 55 said they would expect a wage increase to return to work five days a week, compared to half of millennial managers surveyed.
Let’s talk about lunch
First on the menu–free lunch. Seems like a small fry in the grand scheme of things, but for millennials, it’s a statement. Beyond just saving a few bucks, it’s about creating a workplace that values convenience and well-being. Grabbing a bite on the house isn’t just about the food; it’s about fostering a community and making the 9-to-5 a bit more pleasant.
Free lunches are becoming more than just a “perk,” with the benefits to culture, morale, and productivity making them comparable to 401(k) plans or health insurance. Consider this: leadership and HR do not offer bonuses and incentives out of a desire to be “nice.” Consider healthcare as an example.
By “going in” as a firm, HR can simplify options and bargain with insurance companies for cheaper rates rather than leaving each employee to fend for themselves and spend hours poring over intricate plans. Employees can now concentrate on their work and supporting their teams, saving a significant amount of time overall.
Similarly, providing free lunches not only improves worker productivity (no more shoving in the lunch rush!) but also fosters teamwork, a positive workplace culture, and recruitment efforts, so it could play out as a good thing on both ends.
The salary sizzle
The survey indicated that managers in Britain anticipate a 12% pay increase on average if they are required to work in the office full-time. However, 13% of those surveyed said categorically that they would never return to working five days a week in a cubicle.
In spite of the fact that job openings are at an all-time high, it was also evident that employees- particularly those in positions of great demand, remain empowered to bargain with managers.
A 12% pay rise? Well, this isn’t your run-of-the-mill annual raise; it’s a demand for something more substantial. Why the big ask? Well, it’s a mix of grappling with the rising cost of living, drowning in student loan debt, and a burning desire for financial stability. These millennial leaders know their worth, and they’re not afraid to put it on the table.
CEOs expecting silent returns to office work may face unexpected disappointment
About 2.5 million employees have already received orders to report back to work in 2023, according to data from the CMI. Companies have, however, generally urged employees to forgo working from home for around half of the workweek.
While most CEOs predict that by 2026, most people will be working five days a week at desks, it is obvious that workers will not go back to the pre-pandemic way of working without a battle, or at the very least, with a long list of demands. Furthermore, research continuously points to a rise in hybrid working prospects in 2024, giving employees more leverage to rebel against onerous regulations.
In 2023, the average job ad worldwide requested one to two days of in-office work, according to Flexa’s comprehensive 2023 analysis that considered 30,000 employees and close to 3 million job searches.d
According to LinkedIn, about half of job postings in the United Kingdom are currently classified as hybrid, and this percentage has been rising each month. By contrast, only 33% of the positions listed in August 2022 included hybrid work.
According to Olivier Sabella, Vice President of LinkedIn Talent Solutions for EMEA and LATAM, “We will see this trend persist in 2024 as companies continue to move to hybrid options as a way of balancing employees’ demand for increased flexibility with employers’ desire for office attendance.”
The rise of millennial leaders is a game-changer. Companies that don’t roll with the times might find themselves losing out on the top talent. It’s time for open conversations, a bit of compromise, and maybe, just maybe, embracing a workplace where lunch isn’t just a meal but a statement of values. After all, who wouldn’t want to work in a place that feeds both your stomach and your career aspirations?
(Tashia Bernardus)