Oak Engage's Gen Z vs Millennials survey

48% of employees frequently feel burned out at work
59% of Gen Z said they plan to leave their job within the next two years, vs 51% of Millennials
26% of Gen Z employees believe their Millennial colleagues normalise working long hours, while 22% of Millennials describe Gen Z as ‘entitled’
Gen Z prioritise career progression (21%) while Millennials chase salary (28%)

A survey of more than 1,000 employees by leading internal communications and employee engagement platform, Oak Engage, has revealed that 50% of employees have felt overwhelmed by information at work and have suffered from burnout.

The survey shows 47% of employees believe a generational divide in the workplace leads to miscommunication and of those, 41% say it is due to differences in work ethic. The survey found that almost 60% of Gen Z and Millennial employees would consider quitting if a better workplace culture is available.

The survey also revealed that 59% of employees are not willing to go above and beyond for their employer and 37% of both Gen Z and Millennial employees have engaged in quiet quitting at their job.

The survey highlights significant differences in work habits, attitudes and expectations between the two groups. With Gen Z and Millennials expected to make up almost 60% of the global workforce by 2030, organisations need to adopt tools to bridge the generational gap, improve communication and create a more harmonious and productive workplace. Employee engagement experts, Oak Engage and Leanne Elliott, Business Psychologist and co-host of ‘Truth, Lies and Work’ podcast share practical advice on how businesses can bridge the generational divide.

Personalised management approaches

It’s important for managers to adopt flexible leadership styles that cater to the preferences of both generations.

Leanne said: "Managers need to adapt their leadership style to cater to both Millennials and Gen Z, recognising that it’s not a one-size-fits-all approach. While Millennials might value structure and clear career goals, Gen Z often prioritises flexibility and work-life balance. The good news is that great leadership behaviours like empathy, clear communication and support are effective across all generations. It’s just about making slight adjustments for each individual. By understanding these nuances and personalising their approach, managers can create a more inclusive and motivated team where everyone feels valued and engaged."

Promote work-life balance and boundaries

The working world has changed and we’re constantly overwhelmed with information and notifications. This means businesses need to make more of an effort to create a healthy working environment.

Leanne comments: “With the constant information overload, setting boundaries has never been more important. Businesses should establish clear guidelines around working hours and personal time, especially since Millennials can often feel pressured to be 'always on.' Encouraging employees to set boundaries and lead by example helps reduce burnout and keeps the team healthier.”

Will Murray, CEO at Oak Engage adds: “We’ve created a wellbeing guide for companies to help support a healthy work environment and to ensure employee wellbeing is a top priority.”

Cross-generational mentorship

Gen Z and Millennials are soon going to make up the majority of the workforce so learning key skills from each other will be crucial in bridging the generational divide.

Leanne adds: “Cross-generational mentoring isn’t just for Millennials and Gen Z—Gen X and Boomers can benefit just as much. Younger employees bring fresh ideas and digital skills, while Gen Xers and Boomers offer career wisdom and leadership experience. It’s all about sharing strengths, learning from each other, and breaking down any age-related stereotypes.”

“These programs really pay off. Companies see improvements in job satisfaction, employee retention and even succession planning. Many businesses report a 25% increase in cross-generational project teams and a 30% boost in mentoring pairings within a year. Getting everyone involved makes for a more adaptable, engaged and united workplace, ready to take on future challenges together.”

Acknowledge different career motivations

The survey shows that Gen Z and Millennials have different priorities when it comes to what they need from an employer. While Gen Z prioritises career progression, Millennials are more driven by salary.

Leanne said: “Gen Z and Millennials may have different career drivers, but businesses must also remember that every individual within these groups will have unique motivations. While Gen Z often seeks rapid career progression and new learning opportunities, Millennials might be more focused on salary growth and financial stability. It’s crucial to recognise these generational trends without overlooking personal differences. Career development plans should be tailored not just to generational characteristics but to the individual's own goals and aspirations.”

“Linking this back to manager training, it’s clear that equipping managers with the right skills is essential. Managers should be trained to recognise and respond to these individual differences, using coaching skills such as empathy, active listening and goal-setting to support personalised development paths. When managers are trained to adapt their approach based on what drives each team member, they can create an environment where every employee feels their personal career goals are supported and understood, which ultimately fosters a more inclusive and motivated workforce.”

Leverage technology for better engagement

The survey revealed that nearly 90% of Gen Z employees blame their productivity on outdated technology.

Leanne comments: “Gen Z, as the first digital natives, have high expectations when it comes to technology. They get frustrated with outdated systems because they’ve grown up with the latest gadgets and seamless experiences. Companies need to invest in modern tech to streamline workflows and improve the day-to-day work experience for all employees. This isn’t just about productivity; it’s about showing that you’re committed to giving your team the tools they need to succeed. If not, you’ll struggle to retain Gen-Z talent. It’s as simple as that.”

Will Murray, CEO at Oak Engage said: “Our research shows that organisations must do more to understand and address the unique needs of each generation in the workplace. By implementing the above strategies and leveraging communication and engagement tools like Oak Engage, companies can create better collaboration between Gen Z and Millennials, reduce burnout and create a more inclusive and productive work environment.”

For more detailed insight from the psychologist and the rest of the findings from the survey, download Oak Engage’s report from their website.

ENDS

Note to Editors

Methodologies

Survey

The research was conducted by Censuswide on behalf of Oak Engage, with 1,001 participants from a nationally representative sample of UK adults aged 18-43 across the UK between 30/08/24 - 05/09/24.

For more information contact:

Emma Williamson | Head of Marketing and PR | 07548831780

About Oak Engage

Oak Engage is an award-winning employee app and intranet solution. Oak is the essential go to for employees. Connect and engage with people wherever they are, whilst giving them the tools to make their jobs easier. We empower teams to get the right message, to the right people, at the right time.

Oak launched in 2017 and are trusted by the world’s biggest brands to connect teams, engage their people and work better together through their mobile app and SaaS (Software as a Service) platform on the cloud. Oak Engage is here to make communication simple. They believe there is a better way to use technology to engage employees, cut through the noise and inspire action that puts people at the heart of organisations. The customer is at the heart of Oak Engage, with an attentive support team on hand to help with any customer queries.

Oak Engage’s key achievements to date:

Leading product and ClearBox Intranet Choice winner 2024
Winner at the Internal Communications and Engagement Awards 2024 in three categories with Sevita
The Nation’s Best Intranet 2022 with NatWest Group at the IoIC Awards
Continually recognised as a High Performer by G2
Committed to data security with ISO 27001 and Cyber Essentials Plus accreditations
Goes above and beyond for customers with 100% satisfaction rate
Trusted by the world’s biggest brands including Aldi, Burger King, Five Guys, ITV and NatWest Group

About Leanne Elliott

Leanne is a Chartered Occupational Psychologist and Co-Founder of Oblong, a consultancy that helps organisations to find and keep great people. She is also Co-host of the award-winning psychology podcast, Truth, Lies & Work, the UK’s #1 workplace culture podcast.

Links:

Website Truth Lies and Work: https://truthliesandwork.com/

Oblong: https://oblonghq.com/

LinkedIn: https://www.linkedin.com/in/meetleanne/