What's more important to workers, being employed, or
ADP Research asks this question every month to a random, stratified panel sample of 2,500 U.S. workers, asking them how they feel about their jobs and
For Gen Z, those people born in 1997 or later, nearly half say they would prefer unemployment over a job that makes them unhappy. Forty-three percent of
In stark contrast, 71 percent of mid- and late-career workers, those born in 1984 or earlier, say they're willing to endure unhappiness in their jobs for the sake of stability.
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That might not come as a revelation. Gen Z and younger millennials — people in their 20s and 30s — are at a different stage in life than career-established workers or people approaching retirement. These younger workers probably have fewer financial obligations and family responsibilities that might keep them tied to a paycheck, even when they don't like the job.
This got us thinking — what if workers didn't have to pick between employment or happiness? It turns out that workers who find joy on the job might not have to choose.
Why joy at work matters
There could be many reasons why people like their jobs, but perhaps one of the best proxies for measuring joy at work is whether you love what you do. Loving work can bring practical benefits to both the worker and the employer. Survey respondents who said they love the work they do are 5.2 times more likely to be fully engaged and 5 times less likely to experience negative stress on the job. They also tend to act as recruiters for new employees — they are 3.2 times more likely to promote their organization to friends and family as a great place to work, compared to people who don't love the work they do.
People who love their work are also more likely to stick around. Those who say they love what they do are 2.6 times more likely to also say they have no intention of leaving their organization.
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Finding joy in your work
ADP Research found a strong relationship between loving work and choosing happiness over employment. Those who said they love what they do were more likely to say they would rather be unemployed than people who said they didn't love their work — a pattern that held true across all age groups.
ADP Research took this to mean that these people who love their work are finding joy in the job — they would rather be unemployed than give up the joy they experience through their work. For those who don't love their work, it's likely much easier to choose unhappiness instead, as that may be the norm they are already experiencing.
Looking across age groups, ADP Research found that Gen Z and younger millennial workers are the most likely to say that they love their work. This suggests they may be gravitating toward roles that provide greater meaning and fulfillment over a paycheck, which could account for why there is a higher share of these workers who say they'd choose their happiness over employment.
How much love is enough?
For most people, it's highly unlikely that every moment of every workday is spent doing things they love to do. There are bound to be projects, tasks, or other responsibilities that arise, which might feel less enjoyable. The good news is that even part of a workday filled with things one loves to do can make a substantial difference.
ADP Research asked survey respondents to share what percentage of their day is filled with work activities that they love. Differences began to emerge when workers said at least 50% of their workday is spent doing things they love to do. That seems to be the tipping point where the strong relationships to higher engagement, lower negative stress, and improved retention start to take shape.
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How HR can help
Workers today want more. If there has been anything learned in the last five years, it is that work should be more than a place to go for eight hours; it should be fulfilling. If managers or team leaders don't know what their team members love to do, empower them to have a conversation to find out. Ask workers what activities bring the most enjoyment or fill them with positive energy, and which feel more draining. It doesn't necessarily mean getting everything a person loathes off their plate, but rather finding ways to add more of the activities they love into their day. It could also mean shifting tasks or responsibilities between employees — what one person loathes may be another person's love.
These simple conversations and efforts to align employees with more of what they love to do — even if it's just for a portion of their day — could lead to a happier workforce and a higher performing organization.
