The Aspirations of Young American Workers: Insights from a CNBC-Generation Lab Survey

Young workers in the United States are poised to influence work environments in the future. A recent study by Generation Lab for CNBC explores their expectations about corporate culture and balancing work with life.

A notable insight is that younger workers have mostly returned to their workplaces and don't mind being there regularly.

Slightly more than half of participants (52%) mentioned they go to work daily.

Including those who report to work four days (21%) and three days (15%) weekly, the in-office attendance numbers rise to 86%.

Many young individuals don't view reduced remote work options negatively. They view attending the office three to four days a week as reasonable.

Seventy-six percent said in an ideal scenario, being at the workplace at least three times weekly is preferable.

The research, conducted from April to May by Generation Lab via email, surveyed about 18,000 young people aged 18 to 34. These participants were either enrolled in higher education institutions or recent graduates.

For only 9% of respondents, the ability to work remotely was secondary to monetary compensation when choosing a job. Career and skill advancement was a priority for 36%, followed by company culture at 27%.

Earning Loyalty: The Challenge for Corporate Employers

Although young employees are content to be back in offices, their long-term dedication is something employers will have to cultivate. A mere 7% expressed a desire to remain at one company indefinitely, while 16% are inclined towards long-term contributions if growth opportunities abound. However, 46% are interested in growing within their company, though they’re open to exploring external opportunities.

While willing to commit extra hours, young workers have thresholds. About 32% see assuming tasks beyond their role as a significant way to stand out, but 56% prefer balancing work and personal life, even if they take on additional duties reluctantly.

Despite the emphasis on autonomy, these workers anticipate managerial support in career development. Sixty-four percent desire regular feedback from their supervisors.

Only a small fraction (12%) prefer feedback once or twice annually.

Face-to-face feedback is favored by 62%, while 39% are open to comments from various persons.

Reputational Challenges for Major Tech Companies

Generation Lab's survey also investigated companies perceived as ethically questionable or harmful.

Several prominent tech companies received over 60% negative perception, including some leading firms.

Boeing similarly faced significant negative scrutiny from respondents.

These tech companies are seen more negatively than even some of the traditional oil and gas giants.

Even innovative tech startups such as OpenAI and Palantir have been observed with skepticism, indicating a reputational challenge.

"Once admired, companies like Tesla now wrestle with reputation, often due to their leaders' public activities," says Cyrus Beschloss of Generation Lab. "Their mission-focused narratives could re-establish their image if effectively communicated."

DEI Support Remains, Politics Not So Much

Despite some political administrations rolling back on diversity, equity, and inclusion initiatives, younger employees hold strong opinions against such regression. A majority (67%) firmly back ongoing DEI efforts by companies.

Nonetheless, 58% of respondents prefer workplaces to steer clear of political discussions.

Job Market Concerns Persist Amid Economic Uncertainty

Economic considerations, like tariffs and possible job losses due to technological advancements, raise anxiety among young workers regarding the job market’s stability.

About 72% are worried about an impending recession affecting employment opportunities. Experiences from economic events like the financial crisis and COVID-19 pandemic contribute to these concerns.

According to Jira Smith from Generation Lab, persistent economic strain and discussions around tariffs underline an anticipated recession, impacting young people’s views on job security.

For job hunting, LinkedIn leads as the main platform, followed by Indeed and Handshake. Youngsters primarily turn to family when seeking career advice, with parents being their first source of counsel.