GenXers (born 1961-1981) widely consider work flexibility a key component in how they manage their lives. Xers have a bottom-line accountability that includes minimizing input (hours worked, time committed to job related activities such as travel, dressing for the office, etc.) and maximizing output (results for the company, pay and compensation for them).
Now the generation solidly in midlife and the leaders at many organizations, this Work-from-home-loving generation, is poised to make the management and IT changes to support the full spectrum of staff, where possible, in having flexible working environments.
Young adult Millennials value a well-rounded, conventional life, and thus appreciate being able to work from home as well. They deeply desire to have career success and stepped progress and achievement, but also reject their parents’ (the Boomers’) nose-to-the-grindstone work ethic, favoring, instead, balance in their lives.
Come 2032 or near about, when the generational positions shift and peer-oriented Millennials begin to move into midlife, their desire for collaboration, collegiality and teamwork will likely begin to take precedence, reversing the work-from-home trend and bringing colleagues and coworkers face to face again. Hopefully, by then, the COVID-19 challenges will be behind us.
But for the next good decade or so, we can expect to see a high value placed on workplace flexibility, particularly in regards to how it allows parents to protect and support their children.
