The Great Unretirement - five generations in the workforce
"The Great Unretirement" signifies a transformative moment in the workforce, characterised by the presence of nearly six generations in employment. This diverse workforce includes five established generations, with the emerging sixth gradually making its entry. A key trend is the increasing occurrence of 'unretirement,' where the cost-of-living crisis and other pressures mean people are retiring later or "unretiring" to come back to work, reflecting a longer work lifecycle for many. This shift demands that HR leaders cater to the diverse needs and career goals of a multigenerational workforce.
Helen Tomlinson
Head of Talent and Inclusion, Adecco Group & The UK Government Menopause Employment Champion
Helen Tomlinson is a dynamic and influential leader in the fields of talent management and inclusion, currently serving as the Head of Talent and Inclusion at Adecco Group and as the UK Government Menopause Employment Champion. With over 25 years of strategic commercial management and sales experience, Helen has built a formidable reputation in the recruitment and talent sectors.
Our research sheds light on the current state of professional development within our multigenerational workforce. A notable 57% of all employees surveyed have engaged in leadership skill development. In addition, 39% of employees have received training in human skills such as empathy, mental health awareness, and emotional intelligence. The area most likely to be trained on is mental health (25%), followed by empathy (14%) and emotional intelligence (14%).
The surge in remote work has also pivoted the focus towards technological skill development, with 21% of employees being trained in video call software and systems. This is followed by training on cybersecurity tools (13%), cloud platforms (12%), customer relationship management software (11%), data analytics tools (10%), and AI (9%).
Tapping into the untapped potential of the over 55s
Intriguingly, our data reveals a pronounced generational training gap. Younger adults, aged 18-34, are over twice as likely to receive training in these critical areas compared to older adults aged 55+ (57% vs. 25%). This gap is even more pronounced in Gen Z, who are three times as likely to receive such training opportunities (79%). This disparity highlights the lack of organisations leveraging the untapped potential of their most seasoned employees.
A substantial 54% of employees aged 55+ regard professional development as critical for continuing their jobs. However, there is a notable challenge in reaching and engaging these employees effectively. Despite the high value they place on professional development, those aged 55+ are the most likely to be uncertain about their company's values, with 14% expressing this uncertainty. This gap presents an opportunity for HR leaders to align more closely with the needs of this highly valuable group, reinvigorating and harnessing the incredible potential of the most experienced cohort in the workforce.
