Checkout last month's article.
Just 23% of Gen Z employees say they'd prefer to work full remotely
Well, that's according to Gallup's July 2025 article 'Fully Remote Work Least Popular With Gen Z"
With the subject of 'remote and hybrid working' still very much on hiring Agenda I thought it was worth a little deep dive, especially as we come to the end of the Summer where Exam results are in and a new flood of Gen Z and even some Gen Alpha are entering the workplace and early talent pipelines....
It’s not the Wi-Fi. It’s the loneliness.
According to Gallup, just 23% of Gen Z employees say they’d prefer to work fully remotely, significantly less than Millennials, Gen X, and Boomers.
That’s surprising at first glance. After all, this is the generation raised on tech, fluent in video calls, and known for digital communication. But emotional intelligence helps us understand the real story here.
Gen Z isn’t rejecting remote work because they’re fragile or needy. They’re rejecting it because they feel disconnected. Gallup reports that Gen Z is the loneliest generation in the workplace, with nearly 1 in 4 saying they feel lonely often or always. That’s almost double the rate of Gen X and nearly triple that of Boomers. The truth is: connection is core to engagement, and emotional connection starts with emotionally intelligent leadership.
“1 in 4 Gen Z say they feel lonely often or always”
Gallup July 2025 Report - Fully Remote Work Least Popular With Gen Z
Emotional Intelligence isn't one size fits all!
Gen Z values learning, mentorship, and a sense of belonging. Without in-person connection, many feel isolated and invisible.
Millennials often prize autonomy and work-life balance. Many will job-hop if hybrid options are taken away.
Gen X tends to favour pragmatism and routine. They often stick with what works, especially if it provides structure and predictability.
Boomers are experienced in face-to-face environments and may be more comfortable with in-office norms.
Gen Alpha, the newest to arrive , are growing up in a digital-first world. They’ll expect personalisation in how they learn and work, weigh purpose and sustainability as heavily as pay, and crave authentic connection in workplaces that can otherwise feel saturated with tech.
If you lead a multigenerational team, this diversity of preference can feel overwhelming. But emotional intelligence gives us the toolkit to navigate it. It’s not about treating everyone the same, it’s about tuning in, adjusting our approach, and meeting people where they are.
What's really driving this generational shift?
Let’s unpack what might be going here:
Gen Z’s social development was disrupted by the pandemic. Many live in shared housing or with family, and they’re still learning how to learn at work.
Millennials entered the workforce during recession and disruption, so they value autonomy and flexibility as non-negotiables.
Gen X often prize pragmatism and routine, carrying a deep sense of loyalty to what works.
Boomers came of age in face-to-face, hierarchical workplaces and are more at ease with in-office norms.
And now, Gen Alpha, still at school but already shaping expectations, are digital natives raised in an AI-driven, emotionally charged world. They’re children of Millennials, steeped in conversations about inclusion, resilience, and wellbeing. They’ll expect personalisation, purpose, and authentic connection as a baseline when they step into the workplace.
Meanwhile, older generations often don’t realise how much unconscious emotional capital they’ve built up.. How much they just know because they’ve been around long enough to see how things work.
That’s where generational empathy is vital. And guess what powers it?
Yep, you got it, emotional intelligence.
Six Emotional Intelligence Skills That Matter Right
Emotional intelligence shows up in the behaviours people experience every day from their leaders. These six skills form the backbone of effective, human-centred leadership, each one underpinned by the personal and social strengths that help leaders connect, decide, and inspire.
1. Self-Awareness
Built on: Self-Knowing, Self-Confidence
When we understand ourselves better, we make clearer choices and build confidence others can rely on.
2. Awareness of Others
Built on: Empathy, Relationship Skills, Straightforwardness
The more we tune into others, the stronger our connections, collaborations, and trust become.
3. Authenticity
Built on: Straightforwardness, Self-Confidence
Being genuine creates credibility — people know where they stand with us, and that builds trust.
4. Emotional Reasoning
Built on: Empathy, Optimism, Self-Knowing
Blending logic with human insight helps us make decisions that work for both people and performance.
5. Self-Management
Built on: Self-Control, Self-Reliance
Managing our reactions under pressure creates stability for ourselves and calm for those around us.
6. Positive Influence
Built on: Optimism, Self-Actualisation, Relationship Skills
Our energy is contagious — when we lead with optimism and purpose, others feel inspired to step up too.
“What really matters for success, character, happiness and life long achievements is a definite set of emotional skills, your EQ, not just purely cognitive abilities that are measured by conventional IQ tests.” – Daniel Goleman
And what about Generation Alpha?
They’re not fully in the workforce yet.... but they’re watching us closely.
Generation Alpha will be the first to grow up entirely immersed in AI, tech, and emotionally charged global change. They’re also the children of Millennials, absorbing how we talk about work, leadership, inclusion, mental health, and resilience.
If we build emotionally intelligent workplaces now, they inherit better models. If we ignore emotional connection, they’ll learn that productivity trumps people. The choice is ours.
So, What Can Leaders Do Right Now?
Here’s how to bring emotional intelligence into your multigenerational strategy:
• Be curious, not assumptive.
• Design hybrid intentionally.
• Create structured emotional touchpoints.
• Support your managers to lead with EQ.
• Build reverse mentoring into your culture.
When these practices become everyday habits, they turn generational differences from a source of tension into a source of strength
Final thought: EQ is your multigenerational superpower
Gallup’s research tells us Gen Z doesn’t want fully remote. But the bigger truth is this: People don’t just want flexibility. They want to feel connected.
The future of work isn’t remote vs hybrid. It’s emotionally intelligent vs emotionally absent.
Emotional intelligence helps us design work that doesn’t just function, it feels good to be part of. It creates culture people want to stay in, grow with, and pass on.
And if we lead with it now, we’re not just responding to Gen Z, we’re future-proofing the workplace for Generation Alpha and beyond.
Who Am I?
I’m Tracey Clay, founder of Pivotal Partnerships and a People and Strategy Partner that helps businesses bring heart and intelligence to how they hire, lead, and grow.
With over 20 years of experience in recruitment, leadership development, and emotional intelligence, I work with founders, senior leaders, and teams to build emotionally intelligent cultures that perform and thrive.
An Association for Coaching accredited coach and an accredited Emotional Intelligence ECR Practitioner with RocheMartin, I’m passionate about helping people grow through real, grounded, human development, not just theory.
If you're ready to get the people stuff right, with EQ at the heart, let’s have a conversation, human to human.
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