Are Young Workers Less Productive – Or Just Different?
A frequent question raised in my productivity workshops is whether younger members of the workforce are less productive than older colleagues. Often, younger workers are observed to stick rigidly to their contracted hours, while older employees may be more likely to arrive early or stay late. CEOs — typically in their 40s, 50s or 60s — often compare today’s work ethic with their own at that age.
Whenever I’m asked, I explain that as I don’t personally employ staff, of any generation, I can’t speak from direct experience. What I can share is what I’ve heard in other workshops and observed in client organisations. Typically, when one CEO raises the question, another in the room will counter it, reporting no observable difference in output between generations.
And that’s where I land. I believe generalisations based on generation — or any demographic — are not helpful.
At its core, this issue is likely rooted in differing motivations between generations. Younger workers may prioritise different values, and this manifests in different working styles.
So, I explored the research to see whether there is any substance to this widely held perception.
The findings are mixed. Yet, several themes emerge that could help improve productivity across all generations — by better understanding what motivates individuals and how they best contribute.
Some studies suggest younger workers (under 25) are less productive than older groups. However, a key study that supports this view dates back to 2003 — before the significant shift in UK productivity post-2008 and well before our current cohort of digitally fluent under-25s entered the workforce.
Conversely, a 2018 study by the International Longevity Centre UK found that areas with higher proportions of workers over 50 had lower productivity, implying older workers could drag down output. Yet, other studies reveal older workers excel in experience-based tasks, while younger colleagues are quicker to learn and work at speed.
A 2024 study by Be the Business found younger business leaders were more likely to invest in productivity.
Perhaps more importantly, generational differences in tastes and preferences may impact productivity. A recent study by the LSE found that the larger the age gap between a manager and their team, the lower the team’s productivity — suggesting intergenerational friction can hamper output. Developing inclusive working practices across generations is therefore critical.
Work ethic is often cited as a factor — older workers may stay longer at their desks, while younger ones are more likely to stick to their standard hours. However, the research is clear: working longer hours can lead to burnout and lower per-hour productivity. Shorter, focused working hours may actually enhance overall output.
Evidence from a Danish study on student performance reinforces this point. It found that test performance dropped as the day progressed, while short breaks improved results. This suggests cognitive fatigue builds over time and that breaks are essential to maintain performance.
Yet many of us sit at our desks for eight or nine hours a day, eating lunch at our screens.
When comparing internationally, countries like France and those in Scandinavia work fewer hours than the UK, yet often achieve higher productivity.
I’m inclined to believe that the productivity of younger workers is more closely linked to the nature of their work, how they are managed, their motivation, and the culture of the organisation — rather than their age.
I’ll soon be running open workshops on Improving Productivity - Combatting Lethargy (Through People) — designed to explore how motivation, management and culture can unlock performance. Message me if you’d like to be the first to hear when dates are released.
If you’re looking to boost productivity in your own organisation, I also run tailored workshops for senior leadership teams. Get in touch to explore how we could work together.