Workplace Culture Keeps Employees

Content

Although professionals currently face economic uncertainty, geopolitical unrest, and a relentless stream of emerging technologies, company culture is a unifying priority across the workforce, according to the 2025 EY US Generation Survey.

Although professionals currently face economic uncertainty, geopolitical unrest, and a relentless stream of emerging technologies, company culture is a unifying priority across the workforce, according to the 2025 EY US Generation Survey.

Content

"What really entices people to stay with their employer? It's not just pay and benefits—it's workplace culture," writes Leslie Patterson, EY Americas and US inclusiveness leader, on LinkedIn.

"What really entices people to stay with their employer? It's not just pay and benefits—it's workplace culture," writes Leslie Patterson, EY Americas and US inclusiveness leader, on LinkedIn.

Content

Ninety-four percent of respondents say workplace culture affects their intent to stay at their current company, and 60 percent report it influences their decision to stay "a great deal" or "a lot." What's more, that dynamic plays out across the four generations in the workplace—Gen Z, millennials, Gen X, and baby boomers. To better understand how the different generations perceive culture, Ernst & Young surveyed 5,000 full-time workers in white-collar jobs at organizations with 5,000 or more employees.

Ninety-four percent of respondents say workplace culture affects their intent to stay at their current company, and 60 percent report it influences their decision to stay "a great deal" or "a lot." What's more, that dynamic plays out across the four generations in the workplace—Gen Z, millennials, Gen X, and baby boomers. To better understand how the different generations perceive culture, Ernst & Young surveyed 5,000 full-time workers in white-collar jobs at organizations with 5,000 or more employees.

Content

When researchers asked respondents to define workplace culture, the single largest response for each generation is "how people treat each other." That finding ranks higher than leadership and management style or work environment.

When researchers asked respondents to define workplace culture, the single largest response for each generation is "how people treat each other." That finding ranks higher than leadership and management style or work environment.

Content

Regarding work environment, flexibility stands out, with 42 percent of all respondents saying it would be among their top three priorities for accepting a new role. However, the generations disagree on how to define flexibility. While Gen Z, millennials, and Gen X agree it relates to flexible schedules or time out of the office, baby boomers equate flexibility to autonomy in how they organize and prioritize work.

Regarding work environment, flexibility stands out, with 42 percent of all respondents saying it would be among their top three priorities for accepting a new role. However, the generations disagree on how to define flexibility. While Gen Z, millennials, and Gen X agree it relates to flexible schedules or time out of the office, baby boomers equate flexibility to autonomy in how they organize and prioritize work.

Content

Another key element of culture, according to 12 percent of respondents, is supporting career growth. But only 36 percent of respondents believe their companies are investing in their learning and development. Gen Z is most likely to say their employer is investing in them, while baby boomers are least likely. EY advises employers to prioritize rank- and role-specific learning to close that perception gap and unlock the potential of a multigenerational workforce.

Another key element of culture, according to 12 percent of respondents, is supporting career growth. But only 36 percent of respondents believe their companies are investing in their learning and development. Gen Z is most likely to say their employer is investing in them, while baby boomers are least likely. EY advises employers to prioritize rank- and role-specific learning to close that perception gap and unlock the potential of a multigenerational workforce.

Content

WorkL's Global Workplace Report 2025: Exploring Employee Experiences concurs that despite different life stages, young and older employees say culture is critical. In particular, they look for work-life balance, flexibility, and leaders who are transparent and respectful. And like EY found, younger workers (ages 16 to 24) want a culture that emphasizes skill building and career progression, and older workers (ages 55 and older) seek autonomy and job stability.

WorkL's Global Workplace Report 2025: Exploring Employee Experiences concurs that despite different life stages, young and older employees say culture is critical. In particular, they look for work-life balance, flexibility, and leaders who are transparent and respectful. And like EY found, younger workers (ages 16 to 24) want a culture that emphasizes skill building and career progression, and older workers (ages 55 and older) seek autonomy and job stability.

Content

EY notes that as the US workplace evolves and organizations focus on artificial intelligence and other advancements, employees are "prioritizing relationships, connections, and values," adding that "leaders should keep their people front and center."

EY notes that as the US workplace evolves and organizations focus on artificial intelligence and other advancements, employees are "prioritizing relationships, connections, and values," adding that "leaders should keep their people front and center."