For the first time in history, the workforce spans four generations, each with unique expectations, values, and communication styles that must be understood for companies to remain successful at attracting, engaging, and retaining top talent. 

As of 2020, Baby Boomers (1946 - 1964) accounted for 19% of the US workforce, Generation X (1965 - 1980) 35%, Millennials (1981 - 1996) 39%, and Generation Z (1997 - 2012) 6%. 

Each generation holds different ideas about work and the role of the workplace. As a result, employers must understand that one size does not fit all and embrace a multifaceted approach to meet the varying needs of each cohort. 

Baby Boomers (1946 - 1964)

Traits associated with Baby Boomers include optimism, competitiveness, a tendency toward workaholism, and being team oriented. Goal and deadline driven, they’re more motivated by collaboration and company loyalty. They prefer efficient communication styles including emails, phone calls, and face-to-face interactions. 

Post-Pandemic Workplace Expectations 

With 65% of Baby Boomers planning to work past 65, it’s important for employers to get this critical base of knowledge workers’ preferences right. Baby Boomers desire more private spaces when in the office and appreciate knowing technical support can assist them when needed. They’re also less eager to return to the office with 93% saying they’re equally or more productive at home.

Generation X (1965 - 1980)

Gen Xers are adaptable, informal, skeptical, and independent. They’re motivated by flexibility, work-life balance, and personal development opportunities. They too prefer efficient communication styles, including emails, phone calls, and face-to-face meetings.

Post-Pandemic Workplace Expectations 

Gen Xers occupy 51% of leadership positions globally and value in-person connections. Anxious to return to the office, only 10% of this demographic surveyed in Unispace’s The Reluctant Returner: Creating a Multigenerational Workplace report said they favored working from home full time. To meet their needs, offices should facilitate casual collisions, quiet reflection spaces, and well-organized meeting environments to maximize the value of time spent onsite. 

Millennials (1981 - 1996)

Millennials tend to be competitive, open-minded, and achievement oriented. They’re motivated by unique work experiences and inspiring leaders, valuing both flexibility and autonomy. Unlike their predecessors, they prefer communicating via email, text, or instant messages (IMs). 

Post-Pandemic Workplace Expectations 

By 2025, this cohort will account for 75% of the global workforce, making it critical for employers to understand their viewpoint and workplace preferences. Millennials are value-focused and desire to be part of an organization that aligns with their core beliefs. 77% surveyed also said they would rather spend money on an experience versus a possession, with 50% pointing to experiences and amenities as critical for pride in their organization.

Generation Z (1997 - 2012)

Gen Z possesses a global view, a progressive mindset, an entrepreneurial spirit, and are self-directed—but they also tend to be less focused than other generations. Zoomers value independence and individuality, work-life balance, and prefer younger leadership and innovative companies that invest in leading technologies. Their ideal methods of communication are texts, IMs, and social media. 

Post-Pandemic Workplace Expectations 

Gen Z expects employers to offer flexible and remote options that value work-life balance. Tethered to technology, this demographic expects sophisticated workplaces bolstered by technology for convenience and efficiency. While they appreciate the social and networking benefits of in-person work, Gen Z prefers the hybrid model, driving the trend of working from "third spaces” like cafes, bars, and even pubs, with roughly 10% preferring to work from a third space.