For the Next Gen, engagement is about feeling connected and valued within the workplace. It involves having a voice, being part of a community, and experiencing personal growth. Keep reading for a summary of our recent Next Gen Roundtable.
This year's Next Gen Roundtable events focused on engagement in the workplace, held again in Glasgow, Edinburgh and Aberdeen with young professionals across sectors. As a Next Gen just starting in my career, I found the discussions really insightful, specifically how we (those in the ~22-35 year age bracket) all seem to agree on common themes that impact our employee experience.
What are some of the key factors that make for a positive employee experience for the Next Gen workforce? Here's what we learned from our events:
Culture, leadership, and communication
In each of our discussions, the participants highlighted the importance of a supportive company culture, where employees feel their contributions are recognised and they have opportunities for professional development. Employees who feel engaged are more likely to take initiative and contribute to a positive work environment. Seems like a no-brainer, but what is it that the Next Gen feels is missing to help keep them engaged?
Home-based working to some degree is here to stay, but we largely agreed that it’s a roadblock to social interaction and can hinder a sense of belonging. We discussed how regular in-person team days and clear communication channels can help keep the whole team ‘in the loop’ and fill that social void. But these need to be led from the top down. Engagement, in these cases, depends on the behaviour and example set by senior leaders. Is that passing the buck for engagement? Not necessarily. It’s simply reaffirming that effective leadership is a crucial part of employee engagement. And managers who are approachable, visible, and supportive can significantly boost engagement levels.
Furthermore, meaningful engagement requires regular, honest feedback, but there's often a disconnect between feedback collected and actions taken. When feedback isn't acted upon, it can lead to disengagement and loss of trust. Participants agreed that employees can often hesitate to provide candid feedback due to fears about confidentiality and repercussions, highlighting the need for secure and trustworthy feedback mechanisms.
In all of these, it's worth mentioning that communication really is the most vital of all.
Working arrangements and company policy
Flexible working means different things across industries. For some participants, their companies have implemented 4-day workweeks, others a 9-day fortnight or hybrid model. The suitability of these models varies depending on the nature of the work and the individual employee's needs. Policies that offer flexibility, whether in terms of working hours, location, or career development paths are highly valued by the Next Gen, and the ability to tailor work arrangements to individual needs was seen as a significant contributor to engagement.
However, it's not enough to just say 'we're flexible' without providing some guidance around how that structure will best work to support the business and the teams. While flexible working arrangements are generally appreciated, they present challenges, such as coordination issues, blurred work-life boundaries, and differing impacts on various demographics e.g., younger employees might prefer an office environment to help with feelings of isolation but hybrid/flexible working may be the preferred choice for working parents trying to balance busy family schedules. In fact, in some cities, it’s the younger population that’s dominating in-office working, with 43% of 18-24 year olds saying they work best in the office, compared to 25% who said the same for home.
Where you work
We can't forget the workplace itself. But what do we want from it? Generally, we agreed that modern, flexible workspaces that cater to different working styles create the best environment for young professionals. The ability to move between different environments—quiet zones for focused work, collaborative spaces for team activities—was seen as enhancing both productivity and engagement.
Companies should align their physical spaces and policies with employee needs, such as providing high-quality environments that reflect company values. There's a clear trend toward creating multifunctional, high-quality office spaces that blend work with social elements. A workspace that supports a healthy work-life balance, such as offering areas for relaxation or amenities that promote well-being, was also highlighted as important for sustaining engagement.
Across all three locations, there was a consensus that engagement is a two-way street; it's not just about what employees can do for the company, but also how the company supports and involves its employees. For the Next Gen, engagement is more than just being busy or productive at work. It's about feeling connected and valued within the workplace; about having a voice, being part of a community, and experiencing personal growth.