Hybrid working risks alienating younger staff unless managers take action

Summary

A survey of 1,000 UK employees by IRIS Software Group flags that hybrid working can leave younger staff feeling disconnected and undersupported. Around half of under-35s say hybrid makes them feel less connected to their organisation (52% of 18–24s; 49% of 25–34s) compared with just 25% of over-55s. The research suggests early-career development — informal learning, observation of senior colleagues and corridor mentoring — is being eroded by remote patterns. Younger workers also place less value on hybrid as a top benefit (only 9% of 18–24s) and want more tangible support such as extra holiday and financial wellbeing help. IRIS’ Chief People Officer, Stephanie Kelly, argues managers lack training and tools to lead distributed teams effectively and recommends structured mentoring, digital learning and intentional in-person time rather than scrapping hybrid models.

Source

Source: https://hrnews.co.uk/hybrid-working-risks-alienating-younger-staff-unless-managers-take-action/

Key Points

51% of employees under 35 feel less connected to their organisation under hybrid working; 52% of 18–24s and 49% of 25–34s said hybrid made them feel less connected.
Only 25% of employees over 55 reported feeling less connected — showing a generational divide in hybrid perceptions.
Gen Z feel least supported: 56% believe their employer cares about their sense of belonging, versus 77% (25–34s) and 78% (35–44s).
Just 9% of 18–24-year-olds see hybrid working as a top workplace benefit; older cohorts (45–55) are likelier to favour hybrid (22%).
Top benefits sought by 18–24s are generous holiday (18%) and financial wellbeing support (17%); only 59% of 18–24s are satisfied that benefits match their life stage (69% average).
IRIS recommends upskilling managers to lead decentralised teams, plus solutions such as digital learning platforms, structured mentoring and planned in-person time to restore early-career development.
Conclusion: keep hybrid, but make it intentional — tailor support and benefits by cohort to retain junior talent and protect career progression.

Why should I read this?

Because if you manage a team you’ll want to know this now: hybrid isn’t the enemy, sloppy management is. Young people are missing out on the little moments that build careers — and that costs you talent. Read this if you care about retention, development and making hybrid actually work for everyone.

Author style

Punchy — this isn’t a slow-burn HR brief. The findings are immediately actionable: fix manager capability and rethink benefits design now or risk losing a generation of employees whose early-career learning is being hollowed out by remote working.

Hybrid working risks alienating younger staff unless managers take action – HR News