SPECIAL: ‘Half of Hybrid Nesil, unless the payment increases, would leave their jobs if they return to the office in full time, they would find a survey

Approximately half of the people who have entered the labor force since the beginning of the Covid-19 pandema would leave their jobs if their employers could fully return to their office mission.

For up to five years, young workers learned the ropes of the corporate world from the bedrooms. Although the British Standards Institute (BSI) from a new study of these gene workers has affected the careers of this working model, it shows that they are not likely to return to the office easily.

Almost half of the employees participating in the survey by BSI would leave their jobs if they had to return to the office in full time. Young workers think that on -site work should pay more than the hybrid. Seven of the 10 participants from the UK believes that jobs that require a full -time assets should pay more than remote or hybrid roles.

As described by BSI, “Hybrid Generation” began his careers at the beginning of global locks in March 2020. As a result, many of them never operates in the norm of traveling to the office every day to complete their duties.

According to Susan Taylor Martin, BSI CEO, approximately 200 million people have joined the labor force since the beginning of the pandema, which will make it difficult to “put back”.

Martin said, “Our expectations are very prepared by our first work experience. This never disappears and I think it really shapes what you started and what your expectations are,” he said.

In addition to preserving their flexibility, they think that in -office jobs should be guaranteed that they will not be contacted outside hours. Last year, the United Kingdom government brought a “right to close” invoice that would prohibit the bosses from texting employees after the work day was over.

Many large companies, including JPMorgan and Amazon, have put into effect comprehensive RTO policies for labor in recent months, and employees have increased the voltage of the workplace as they struggled to give up their flexibility.

The last evidence of the reluctance of adapting to pre-pre-pre-pre-pre-predpelical norms will prove a headline for employers.

Research tends to show that young workers are most negatively affected by the distance that prevents them from progressing at a vital learning point. The Collison brothers behind Strepe, the advocate of hybrid and distant models, see young workers as a cohort that needs time in the office.

Mark Mullen, CEO of Atom Bank, who operates a four -day working week and allows employees to work completely remotely, Luck Young workers had to organize days in the office with their managers.

The reason why the bosses wanted young employees to be in the office was strengthened with the findings of BSI. The questionnaire found it more likely that remote employees felt that they had missed their educational opportunities and performance reviews without COVID, otherwise.

Kate Field, the President of the Global Human and Social Sustainability of the BSI, said, “They struggled if they were working on what they should do from the house, because they didn’t know the job, they didn’t know the people and they had no aspects.”

More than a career

One reason for the lack of career of hybrid study may not be very important for young workers, because progress is not important to them.

Only 39% of the workers participating in the survey by BSI found financial incentives as the most important marker for a job that follows the most popular feature of the work-life balance.

“This does not only focus on career progress and financial consequences, Martin said Martin, Martin said. “This is a much more balanced picture. And I think this is really unique for this cohort we haven’t seen in previous age groups.”

The other participants felt more advantages than disadvantages than being exposed to remote work at the beginning of their careers. This was mostly prominent in the physical and mental health of workers, and the majority of them have positive effects while working from home.

In addition, they do not accept the fact that they cannot do the job they are placed before the distant working days.

Thanks to the hybrid model, Field talks about the example of a young Bristol -based worker who can get a higher paid job in London.

This story initially took part in Fortune.com