Work-life integration, career development and workplace satisfaction are key factors in attracting and retaining employees, according to the latest Randstad USA 2024 Workmonitor report.

“Attracting and retaining talent is always a top priority for businesses, but it’s even more critical in today’s competitive labor market. Our Workmonitor report showcases the unique perspectives of the workforce, allowing organizations to get a glimpse of what’s top of mind of their employees,” said Greg Dyer, chief commercial officer at Randstad.

Interestingly, the data from the latest survey of 27,000 workers aged 18 to 67 across 34 different markets finds an increasing number of employees in the United States prefer returning to the office.

But the data showed that 23 percent of Gen Z and 19 percent of millennials in the U.S. choose to work from home more to avoid commuting costs.

Younger employees in the U.S. (21 percent Gen Z, 23 percent millennials, Gen X 23 percent) want to return at least five days, while baby boomers (27 percent) prefer remote work.

If an employer required employees to spend more time in an office, 29 percent of U.S. Gen Z and 40 percent of millennials would consider quitting their jobs, while older workers (48 percent Gen Z and 53 percent baby boomers), were more likely to disagree.

If a job prevented them from enjoying their life, 42 percent of Gen X and 38 percent of baby boomers in the U.S. agree they would quit. This number is even higher for younger workers, with 57 percent of Gen Z and 53 percent of millennials expressing the same sentiment.

Different generations place varying levels of importance on development and advancement opportunities. Gen Z (50 percent) and millennials (54 percent) consider career advancement opportunities crucial in influencing their career ambitions, while Gen X (37 percent) and baby boomers (19 percent) also acknowledge their significance, but to a lesser extent.

The impact of AI is showing up in a general concern for reskilling or upskilling to future-proof jobs.

Other factors that are important to employees include an employer’s stance on social, political and environmental issues.

Lastly, since well-being is increasingly on the minds of employees, it should be considered when employers are developing workplace programs.

“These trends showcase the continued shift in employees’ perspectives on the role of work in their lives and their expectations from organizations. As the market evolves, organizations must adjust their strategies to remain competitive,” said Dyer.

Learning & development opportunities of most interest to employees, based on generation, include:

Gen Z: Programming and coding, coaching and mentoring, and management and leadership.
Millennials: Management and leadership skills, IT and technological literacy, and programming and coding as their top selections.
Gen X: Management and leadership skills, well-being and mindfulness, IT and technological literacy, and coaching and mentoring.
Boomers: Well-being and mindfulness, artificial intelligence training, and IT and technological literacy for their training.