According to the latest Randstad Workmonitor, 86 per cent of employees around the world prefer to work in a multi-generational team as they believe an age-diverse team can help promote innovation. More than eight in 10 said that they are already working in a multi-generational team. A multi-generation team is defined to be made up of coworkers with a decade or more difference in age.
employees in asia prefer their direct managers to be their age or older
Almost seven in 10 employees around the world said that they prefer that their direct managers be their age or older. This sentiment is higher in Asia, with 83 per cent of the respondents saying that they would rather work with a manager who is older than them. This is a reflection of a typical Asian culture where people tend to value status and seniority at the workplace over learnability and competence.
In Singapore, 79 per cent want to work with a manager who is older than them.
Jaya Dass, Managing Director, Randstad Singapore said, "Having to report to someone who is younger may cause conflict in the company as coworkers may question their authority to lead due to the lack of experience. However, employers sometimes need to make difficult decisions and risk possible conflict situations as they plan for the future. It is also no longer possible to avoid working in an age-diverse workforce in a country with an ageing population. A multi-generation workforce works best only when people put aside age differences and focus on the determining factors of a future leader such as leadership skills, competency, learnability and ability to influence."
managing an age-diverse team proves to be tough in asia
The notion of respect in the Asian culture can be witnessed in the workplace as managers tend to treat colleagues differently based on their age. Seven in 10 respondents across Asia said that their direct managers treat their colleagues from various generations differently. This sentiment is the highest in Hong Kong SAR (80 per cent) and mainland China recorded the lowest (67 per cent).
An age-diverse workforce can be challenging as leaders may feel overpowered by an experienced and mature coworker as compared to a younger executive who may request for more autonomy at work.
asians more concerned about meeting immediate deadlines than long-term goals
Less than four in 10 employees around the world are concerned about their future accomplishments than their immediate tasks. Employees and job seekers in Asia are also more likely to prioritise their daily tasks as compared to achieving future goals (71 per cent).
As compared to the other three Asian markets, employees and job seekers in Singapore are more likely to think about and act on their future career goals.
"The increasingly competitive job market forces employees and job seekers in Singapore to think more about their future. A long-term vision provides people with a direction of what they need to do in order to attain their goal and encourages them to discuss their career development path with their managers," Dass added.
Randstad’s Workmonitor is a quarterly research on global employment trends. The 2018 quarter two research was conducted between April and May 2018. A minimum sample size of 400 interviews is required in each market.
randstad workmonitor 2018 Q2 results
"I prefer my direct manager to be my age or older." (%)
"My direct manager treats colleagues from various generations differently." (%)
"I am more concerned with my daily work than any future accomplishments." (%)
Download a complimentary copy of the Randstad Workmonitor Q2 2018 global report about the Impact of a Multigenerational Workforce.
about the randstad workmonitor
The Randstad Workmonitor was launched in the Netherlands in 2003, then in Germany, and now covers 33 markets around the world. The last market to join was Portugal in 2014. The study encompasses Europe, Asia-Pacific and the Americas. The Randstad Workmonitor is published four times a year, making both local and global trends in mobility visible over time. The Workmonitor’s Mobility Index, which tracks employee confidence and captures the likelihood of an employee changing jobs within the next six months, provides a comprehensive understanding of sentiments and trends in the job market. Besides mobility, the survey addresses employee satisfaction and personal motivation as well as a rotating set of themed questions. The study is conducted online among employees aged 18 to 65, working a minimum of 24 hours a week in a paid job (not self-employed). The minimum sample size is 400 interviews per market. The Survey Sampling International (SSI) panel is used for sampling purposes. The second survey of 2018 was conducted from 23 April to 14 May 2018.
The Randstad Group is a global leader in the HR services industry and specialises in solutions in the field of flexible work and human resources. We support people and organisations in realising their true potential.
Our services range from regular temporary staffing and permanent placements to in-house services, professionals, and HR solutions (including recruitment process outsourcing, managed services programmes and outplacement). Randstad has top-three positions in Argentina, Belgium & Luxembourg, Canada, Chile, France, Germany, Greece, India, Italy, Mexico, the Netherlands, Poland, Portugal, Spain, Sweden, Switzerland and the United States, and major positions in Australia and Japan.
At year-end 2017, Randstad had 38,331 corporate employees and 4,858 branches and in-house locations in 39 markets around the world. In 2017, Randstad generated revenue of €23.3 billion. Randstad was founded in 1960 and is headquartered in Diemen, the Netherlands. Randstad N.V. is listed on the NYSE Euronext Amsterdam, where options for stocks in Randstad are also traded.
For more information, visit www.randstad.com.sg or hear what our leaders have to say about our #HumanForward brand promise.
Rena Tan, Regional Marketing and Communications Director
Alistar Lien, Senior PR & Communications Specialist