20 — year-olds are the most demotivated employees.

People at the age of 20 years are the least motivated workers in the UK, according to research obtained from a training company, Full Potential Group.

In the report "Motivation to work" on the basis of the results of the testing of the personnel of various British companies were established factors "killing" motivation to work for most of the 20-year-olds is:

the imbalance of work/life (33%),
too much stress (25%),
bureaucracy in the workplace (22%),
conflict and tension (20%).

But the most powerful motivators at work for all age groups were:

flexible operation (67% of responses),
"stretch" and challenge (46%),
freedom to make their own decisions (44%).
This last motivator for working mothers became the most important — 68% of answers.

Similarly, for all age groups, the largest demotivators were identified by the results of employee testing:

the lack of balance between work and life (33%),
inability to work remotely (26%)
uncertainty at work (25%).
Others included lack of recognition or reward (22%), problems with the team they work with (21%), stress (18%), and lack of flexible work (18%).

Carol Gaskell, managing Director of the Full Potential Group, said that employers may have to approach generations in different ways.

People may be surprised that 20-year-olds are considered less motivated workers in Britain, but many bosses and leaders are wrong in trying to motivate their young labor in the same way they motivate themselves. But times have changed, and now the younger generation is less motivated by monetary or material rewards and more — thanks to autonomy and work/life balance.

The truth is long-term motivation in the workplace, which is not fuelled by privileges or policies, but is realized when it corresponds to its own individual motivators.

Regardless of age or rank, we are all guided by a unique combination of motivators, and it is a force that illustrates our individual motivational blend.

Gaskell highlighted some different "types" of employees when it comes to motivation. For a category called "friends", motivational drivers seem to have to be connected to their business and team," she said. "They like team work and you need to feel the support and participation. The category "Builder" likes the standard of living above average, it is focused on purpose, and it likes to feel like they are achieving something. For them, wages are a key motivator, it is also associated with their goals and objectives.

Knowing our own motivation to work, we can really figure out what makes us react, and bosses need to understand their own drivers and their team drivers so they can increase motivation in the workplace and help fix energy levels.

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