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The digitally native Gen-Next1 has reshaped the corporate world in notable ways. This generation brings fresh expectations to the workplace, and managers often find engagement a challenge.
Our Voice of India Survey shows that both office-based and Flexible2 Gen-Next employees report similar overall workplace experience scores of around 73%. However, flexibility can lead to very different outcomes depending on the culture and policies of the organization. This is where the gap emerges—Flexible Gen-Next employees at Great Workplaces report far better experiences than those at Typical Workplaces.
The question then arises – How do Great Workplaces create a winning work environment for their Flexible Gen-Next as compared to Typical Workplaces?
Trust and Fairness: The Core of Great Workplaces
Great Workplaces understand what this cohort truly values—trust and fairness. They create environments where employees feel respected, supported, and empowered to thrive. The Voice of India data offers compelling evidence:
- 76% of Flexible Gen-Next employees at Great Workplaces believe their leaders “walk the talk,” compared to less than 45% in typical workplaces.
- More than 80% report receiving clear communication from management at Great Workplaces vs. less than 60% in typical workplaces.
- They also enjoy higher fairness—freedom to be themselves, fair pay, and better work-life balance.
These differences are not accidental; they reflect deliberate cultural practices that foster inclusion, equity, and psychological safety.
Flexibility Alone Isn’t Enough
While flexibility is valued, it comes with challenges. A Great Place To Work® survey of 4,200 employees found that fully remote workers were less likely to feel they make a difference (58%) compared to onsite employees (65%). This matters because employees who believe they make an impact are more likely to drive innovation—a critical differentiator for great workplaces. Flexibility without belonging and purpose does not guarantee engagement.
Great Workplaces bridge this gap by ensuring flexibility coexists with connection and meaning.
The Leadership Link: Driving Culture and Performance
What enables these cultural practices? Leadership behaviours.
According to our India’s Most Trusted Leaders Report 2024, leadership at Great Workplaces is anchored on three pillars: Connect, Develop, Inspire.
- Connect: Build meaningful relationships, acknowledging both professional and personal aspirations.
- Develop: Invest in employee growth, enhancing skills and boosting job satisfaction.
- Inspire: Share a clear vision and motivate teams to achieve greater heights.
When leaders adopt these behaviours, they create high-trust environments where employees thrive individually and collectively. These behaviours are the foundation for cultures of trust and fairness—critical for engaging and retaining Gen-Next talent.
The results speak for themselves.
At Great Workplaces, only one in three employees consider leaving within the next year—a number that nearly doubles in typical workplaces. This loyalty translates into performance, as high-trust organizations not only boost productivity by 50% but also generate 2.5 times more revenue than their low-trust counterparts.
The message is clear: leadership behaviours don’t just create great cultures—they drive measurable business success.
- Gen-Next is defined as Millennials and Gen Z.
- Flexible is defined as employees who work remotely and employees who have a hybrid work setup.
