Pandemic changing ‘must have’ perks for U.S. millennial managers: survey

Additionally, survey respondents who said their employer offers a range of benefits that meet their personal and household needs are significantly more likely to report being holistically healthy (54 per cent versus 30 per cent) and resilient (70 per cent versus 46 per cent).

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Millennial managers are also more likely than other generations to want training and support in a number of key areas affecting the workforce today, including people management (82 per cent); managing personal stress (78 per cent); conducting conversations around sensitive topics such as diversity, equity and inclusion and social justice (74 per cent); and management of hybrid remote/onsite teams (74 per cent).

Meanwhile, the survey found this group is significantly more likely (42 per cent) to say they’re burned out compared to managers from other generations. In comparison, 34 per cent of younger generation Z managers said they’re burned out, while older managers were significantly less likely to have said they’re burned out, at 27 per cent for generation X and 21 per cent for baby boomer managers.

Read: Survey finds generational divide in impact of remote work on work-life balance

“The effects of the pandemic have caused many employers to adjust their workplace policies and benefits programs in real time and this will only continue,” said Missy Plohr-Memming, senior vice-president of group benefits for MetLife, in a press release.

“As we reimagine the workforce of the future, employers must consider the varying needs of their managers and what tools they may need for long-term success. Millennials, who will make up the majority of our future management, are eager for these skills and benefits for themselves and their teams.”