Generational Balance Can Drive Business Results. A case for hiring more tenured workers.

In late 2023, Brielle Asero, a 21-year-old recent university graduate, went viral on TikTok in an emotional video rant about the challenges of her first full-time job. In her post, which has amassed millions of views, she described her struggle with the 9-to-5 work schedule, particularly the toll the one-hour commute each way, was taking on her work-life balance and mental wellbeing. Asero, who worked in a marketing role in New York City but lived in New Jersey due to high rent costs, detailed how her long commute left her with little time or energy to enjoy anything outside of work, like cooking, exercising, socializing, or dating.

Her video struck a chord, and generated thousands of opinions, which essentially came down on one of two sides – those who agreed that Brielle had a legit grievance, and those who thought buttercup should suck it up. The former group, of course, included a lot of Gen Z voicing similar views on traditional work schedules. The other side laid on the heavy criticism, labeling Brielle entitled and naïve. 

These two sides generally reflect a generational divide on work-life balance expectations, and the story highlights a wider debate and the challenges this presents for businesses. 

Looking at the workplace from both sides

There’s a lot of “I raised 43 kids and worked 95 hours a week and I LIKED IT FINE” out there, just like there’s a lot of “I should only work 4 hours a week. From bed. And nobody should tell me what to do.” But most people fall somewhere in the middle – and both sides have valid points. 

On one hand, with technology enabling remote work, junior-tenured workers don’t think the 9-5 plus commute is a good or reasonable use of their time. Brielle’s story reflects the increasing difficulty of managing work and personal life in a traditional 9-to-5 role that may not pay enough to live in the city where the job is located. Gen Z workers are feeling the weight of this struggle, questioning a work structure that has, over time, become less attuned to the demands and costs of modern life. Nobody could argue that 10 or more hours of commuting each week is not a lot of time. 

On the other hand, the benefits of going into a workplace can go beyond what's achievable in a remote setup. To name a few: 

• The relationships that come out of face-to-face interactions often become the backbone of successful networking and career growth opportunities.
• Offices foster team cohesion.
• Being in the same physical space nurtures a sense of belonging and can spark impromptu brainstorming sessions, often leading to innovative solutions.
• Access to resources – technology, supplies, support staff – can mean fewer productivity barriers and faster problem resolution. 
• Read more about the benefits of in-office work here.

So, while remote work and flexibility bring valuable advantages, the office offers unique, lasting benefits that support both career development and team dynamics in a way that’s hard to replicate virtually. Finding a balance between the two approaches can ultimately provide the best of both worlds.

Hiring senior-tenured workers could solve the issue of not wanting to return to office

Ageism is a huge problem in hiring, with discrimination against senior-tenured workers impacting millions of people. Research has found that job candidates over 50 are up to three times less likely to be selected for an interview than younger ones - it’s even worse if you’re a woman – and that 57 is the average age at which many recruiters think candidates are “too old” for jobs. People are being punished for living into middle age. That needs to change for society to thrive.

The biases are cliché at this point; older workers don’t know how to work the technology doohickeys, won’t fit in with the cool kids, are bad at ideas, stuck in their ways, and cost more because they need hip replacements. This is, of course, untrue. Research has found that:

• A worker’s age does not affect their main job tasks.
• Older workers may actually be more open to change than their younger counterparts.
• Older workers do not cost significantly more to employ and…
• They may even save companies money because they are more likely to stick around than younger workers, so you aren't always paying to replace them. 

Plus, if you’re considering a return to the office, older workers can bring a perspective shaped by years of in-person work experience. They’re accustomed to showing up and not complaining (too loudly) about it. They come from a time when showing up meant showing commitment and professional engagement, and they may value face-to-face collaboration and embrace the accountability that comes with being physically present. This adaptability and work ethic can set a steady tone as companies reintroduce in-office routines.

The answer lies in age diversity

Back to Brielle, she got laid off, though she says it has nothing to do with her viral video.

Her story underscores the evolving question of how organizations can balance the desire for flexibility with the benefits of in-person collaboration; and the answer may lie in age diversity. While younger generations push for change, older workers can bring wisdom and dedication to the table. 

Companies that can find a middle ground, recognizing the strengths each generation brings, are best positioned to succeed. In a workplace that values adaptability, mutual respect, and a balanced approach, everyone wins. 

Jim Dimovski is a Senior Vice President, Executive Partner with Vaco, which assists clients in the areas of talent solutions, including direct hire, contract staffing and executive search, professional consulting services, and global managed services with onshore, nearshore and offshore capabilities. Jim is a year veteran of the recruitment and staffing industry and is a thought leader on topics related to business and career strategy.