Younger workers are grappling with loneliness and feeling unappreciated at work, and they tend to be more at ease working with peers of their own age, according to a survey by the American Psychological Association.

The 2024 Work in America survey, conducted online by The Harris Poll with over 2,000 U.S. working adults, found that 32% of U.S. workers felt that colleagues not close to their age didn’t value their ideas. This sentiment was notably higher among workers aged 18–25 (48%) compared to those 65 and older (16%). Workers aged 18–25 and 26–43 were also more likely than older age groups to feel more comfortable working with peers their own age (62% and 57% versus 42%, 38%, and 27%).

Despite this, most working adults appreciate the opportunity to work with people of different ages (92%) and see age diversity as a workplace advantage (87%). Yet, a quarter worry about job security because of their age, and nearly 30% feel self-conscious about their age at work, especially younger workers aged 18-25 (43%).

Struggling to connect

Younger workers also struggle to connect with their coworkers personally. Almost half (45%) of workers aged 18–25 reported feeling lonely at work, compared to lower percentages in older age groups. They are also more likely to feel tense or stressed during the workday (48% aged 18–25, 51% aged 26–43, and 42% aged 44–57 versus 30% aged 58–64 and 17% aged 65+).

“With more workers retiring later, the workplace demographics are shifting, and younger workers are finding it hardest to adjust,” the researchers noted. “Additionally, with the rise of remote work and new technologies like AI, both younger and older workers face a paradigm shift in how we work.”

To stay competitive, employers should invest in strategies that support their workers’ well-being and mental health to help them navigate these changes.

The survey also revealed that a third of U.S. workers feel they lack control over when, where, and how they work. Additionally, 33% are not working in their preferred location, whether remote, in-person, or hybrid.

Working styles

Currently, 59% of U.S. workers reported working in person, 24% hybrid, and 17% fully remote. However, only 38% preferred working entirely in person, with 34% favoring a hybrid model and 28% preferring remote work.

Other key findings include:

• The percentage of workers reporting that their employer offers four-day workweeks increased from 14% in 2022 to 22% in 2024. Two-thirds believe the four-day workweek will become standard in their lifetime.
• Employees’ use of AI is outpacing employer guidance, with 35% using AI monthly or more for work, but only 18% aware of an official policy on AI use. Half said their employer has no AI policy, and 32% were unsure.
• A majority (67%) of workers reported experiencing at least one symptom of workplace burnout in the last month, such as low energy, loneliness, or lack of motivation.

Workers who feel psychologically safe at work—able to express themselves without fear of negative consequences—report better experiences. Those with higher psychological safety are more likely to feel they belong (95% vs. 69%) and feel comfortable being themselves at work (95% vs. 75%). They are also ten times less likely to describe their workplace as toxic (3% vs. 30%).

However, workers with disabilities report lower levels of psychological safety, which may stem from ableism or biased access to opportunities. Two-thirds of workers with cognitive, emotional, learning, or mental disabilities and a similar number of those with physical disabilities reported lower psychological safety compared to 45% of those without disabilities.

Workers with disabilities also voiced more concerns about their workplaces. Only 48% of those with cognitive, emotional, learning, or mental disabilities felt their company respects time off, compared to 63% of those without disabilities. Moreover, 57% of workers with physical disabilities feared AI might render their job duties obsolete, versus 37% of those without disabilities.

“Our findings highlight the need for employers to create psychologically safe work environments,” the researchers concluded. “Psychological safety not only boosts individual well-being but also fosters creativity, innovation, and effective teamwork, ultimately benefiting the organization’s bottom line.”