Generational workplace insights

We analysed the demographic data and feedback from nearly 4,000 employees across a wide range of diverse Australian workplaces.

And what did it tell us?

From Baby Boomers to Gen Z, the data paints a clear picture of what matters most to employees and where the biggest pressure points are.

Let’s dive in!

Younger generations are the most positive

Gen Y and Gen Z rated workplace metrics approximately 5% higher than their older counterparts, Gen X and Baby Boomers.

It highlights how younger employees enter the workforce with fresh expectations and comparative optimism. Having grown up with a voice, they value being heard and are more positive about having a say.

Baby Boomers are less likely to have a say

Survey participation is strong across all generations, but Baby Boomers are less likely to have their say.

They sit at 68% across our survey response rates, versus 74-75% for Gen, Z, Y and X.

What matters most to each generation?

When it comes to the most positively mentioned topics, the generational divide is clear:

Gen X and Baby Boomers: Support

These older groups truly value systems they know and can rely on, strong leadership, and a culture that backs them if challenges arise.

Gen Z and Gen Y: Teamwork

These younger cohorts thrive on collaboration and connection, valuing environments where they can contribute and grow together.

What’s a universal pain point?

Despite generational differences, one (perhaps unsurprising) issue unites: Workload

It was the most negatively mentioned topic across the board, signaling a widespread concern about burnout, capacity, and work-life balance.

The consistent mentions of this topic show how it needs active monitoring and regular team discussions. This will help leaders catch pressure points early, adjust workloads before stress escalates, and create a culture where employees across the generations feel supported and heard.

What are people talking about the most?

Interestingly, the most commented-on topics (both positive and negative) varied by generation:

Gen Z and Gen Y: Workload

There’s a desire here for sustainable work practices coupled with a greater mental health awareness.

Gen X and Baby Boomers: Communication

We see a need for clarity, consistency, and being kept in the loop, especially during change.

What this all means for leaders

Consider these insights as you continue to build a workplace that works for everyone.

Your key considerations:

• Find ways for teams to gather so younger employees can learn and grow, with inclusive decision-making so they have a voice.
• Support older generations with reliable systems and leadership, while nudging them to share their experience and voice.
• Address workload concerns head-on by gaining data in this area, prioritising tasks, and promoting a culture of balance.
• Improve communication by providing as much clarity and context as possible, while encouraging open feedback loops.

Worth remembering

While these insights may be valuable, it’s important to remember that every organisation is unique.

What will your real-time demographic data reveal?

The reality within your teams may look very different from this research, and that’s where real-time employee feedback becomes essential.

Next steps

Chat to our experts about adding your own demographic data into Teamgage.

We can help you:

• Add demographic tags to employees like generation, gender, employment type, role-type, cohort and more.
• Use these tags to uncover hidden trends in your Teamgage results, tackle risks early and support every part of your organisation.

Contact us today to find out more.

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