The original survey behind the claim found that more millennials than Gen Z job seekers wanted fully remote work. But newer findings complicate that split: in Gallup’s 2025 survey of remote-capable employees, hybrid was the most preferred arrangement for both groups, and Gen Z was more likely than millennials to choose it. These results describe different samples and questions, not a fixed generational divide.
What the original survey found
A January 2023 Computerworld report on Joblist survey findings said that 49% of millennial respondents wanted fully remote work, compared with 27% of Gen Z respondents. The online survey included more than 30,000 US job seekers surveyed during the three months before publication.
That result is specifically about job seekers’ stated preference for fully remote work. It does not show what all members of either generation want, what arrangements employees actually had, or whether one group was more productive. The Computerworld article gives birth-year ranges for the generations, but generational boundaries are not universal definitions.
How later findings change the picture
Gallup’s May 2025 findings focus on US remote-capable employees and ask about preferred work arrangements. Hybrid was the leading choice for both generations, while fully on-site work was the least popular option across age groups.
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| Gallup preference, May 2025 | Gen Z | Millennials |
|---|---|---|
| Hybrid | 71% | 60% |
| Fully remote | 23% | 35% |
| Fully on-site | Least popular option across all age groups; exact percentage not stated in Gallup’s reported findings | Least popular option across all age groups; exact percentage not stated in Gallup’s reported findings |
Gallup also found that 35% of each older generation preferred fully remote work; the report’s comparison describes older generations as groups beyond Gen Z, not only millennials. These percentages should not be read as a trend line from Joblist: the surveys differ in date, population and question.
Remote flexibility can matter even when hybrid is preferred
Preference for hybrid does not mean remote flexibility is unimportant. Among remote-capable hybrid workers in Gallup’s 2025 findings, 41% of millennials were extremely likely to look for another job if remote options were partly or entirely removed. The corresponding figure for Gen Z was 32%. This is stated likelihood to job-search, not a count of people who actually left.
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The Gallup findings also distinguish preferred arrangements from perceived productivity. Forty-nine percent of millennials said they were most productive at home or off-site, compared with 37% of Gen Z. Gen Z respondents were nearly as likely to say they were most productive on-site (32%) or that location made no difference (31%). These are self-reports, not controlled measurements of output.
Actual arrangements and return-to-office experiences
Deloitte’s 2024 global survey measured respondents’ reported work arrangements, rather than asking the same preference question as Gallup. It found that 15% of Gen Z respondents and 11% of millennials worked fully remotely; 35% of Gen Z and 33% of millennials worked hybrid. A majority reported a recent return-to-office policy.
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Respondents described both benefits and costs associated with those policies. Twenty-six percent of Gen Z respondents and 28% of millennial respondents said they felt more engaged and connected; 21% of Gen Z and 17% of millennials said the policy negatively affected them financially. Those answers report respondents’ experiences and do not establish that the policies caused the outcomes.
Independent reader supportYour contribution helps us test, update, and keep practical guides available for everyone.Why might preferences differ?
The surveys establish differences in reported preferences and experiences, but they do not establish that generation or age causes them. Gallup suggests that loneliness, and the possibility that Gen Z hybrid workers attend the office when coworkers are absent, may help explain why some prefer colleagues to work remotely less often. These are possible explanations, not proven causes.
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A 2025 Business Horizons study abstract describes an online survey of 687 Gen Z students. It says the relative importance of infrastructure, amenities, social engagement, flexibility and remote-work advantages varies depending on whether respondents consider a corporate, family-business or entrepreneurial environment. Because the participants were students, the result should not be generalized directly to all employed Gen Z workers.
In the 2023 Computerworld report, Gartner research director Jamie Kohn was quoted as saying: “In our data, we see that flexibility in working hours is more important to people than flexibility in where people work. People are really looking to shape their jobs around their lives. If you can offer that, even if you have onsite work, you’re probably going to keep a lot of people,” Kohn said. This is an attributed observation, not a statistical finding that explains the Joblist results.
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How to read claims about generations and remote work
- Check whether a number describes a preferred arrangement, an actual arrangement, perceived productivity, views about coworkers’ attendance or stated likelihood of job-searching.
- Look at who was surveyed: Joblist’s US job seekers, Gallup’s US remote-capable employees, Deloitte’s global respondents or the Business Horizons study’s Gen Z students.
- Do not compare percentages as if they came from the same survey when their dates, populations or questions differ.
- Treat reported experiences and possible explanations as descriptive evidence, not proof that a work policy or a generation caused an outcome.
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