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CitySuites residents enjoy a 5-star, city centre lifestyle which is highly desired on the rental market. For millions of young British workers embarking on their first tentative footsteps into the job market, things were all once straightforward.
We’ve already established that Generation Y, Britain’s young workers that are now the tenants living in your investment property, are putting off marriage and having children much later than their parents did, and it’s clear that a new set of attitudes and values are at play in the workplace, too.
So if Britons today aren’t settling down in their careers either, what are they doing instead?
Their parents were lifers; to them the notion of spending their entire career with one employer was the status quo. And it seems that for Generation Y and the rest of the country’s workforce, they’d rather spend their long working lives striving to earn more money and advancing their careers, rather than being content with sitting in the same office in the same organisation for nearly five decades. It’s not just job roles that your tenants now look to swap with a rising degree of regularity, either. While changing careers for yesterday’s worker may have seemed unimaginable, an unrealistic move shrouded in uncertainty and risk, it’s now something that a large proportion of workers today harbour ambitions to pursue.
Over half of Britain’s workforce (54%) wishes it could switch careers, with the greatest share of these people (72%) young workers aged 25-34.
Indeed the research, undertaken by Standard Life, also found that six out of 10 workers (57%) have, on at least one occasion, considered starting their own business. Home may have been where the heart is for your previous tenants, but for Generation Y home is defined by the locality of career opportunities. According to a survey by global recruitment firm Kelly Services, 77% of UK workers are willing to consider relocation to a new city for work. Of course it would be wrong to attribute all of these moves to career relocations for people aged between 19 and 28; for example, the 22% peak at 19-years-old is likely to be explained by the high density of students moving to attend university for the first time. Increased connectivity is bringing global businesses closer together and driving the international job opportunities available to British workers that were once few and far between. 58% of companies surveyed in a report by Aviva stated that they’re looking to relocate staff into new territories – and their workers responded in kind. While the prospect of moving abroad during their working lives rarely crossed the minds of their parents, Generation Y has embraced this new way of working. One in three have seen their friends or family members move abroad in recent years, and many would welcome the opportunity to do so themselves. The ability to ‘work anywhere’: The proliferation of technology in the workplace is bringing businesses closer together.

If the average worker changes jobs every five years, three years is arguably the required amount of time people feel they need in order to get as much as they possibly can from a single role before their minds begin to consider future endeavours. Furthermore, with more people working from home, starting businesses from home and fully immersing themselves in the ‘work anywhere’ culture of modern business, it is crucial that your property provides reliable technology. Retirees living in the UK today had an average age of 59 when they called time on their careers, but most people currently working will be doing so until 66 years old.
Once again it was the Generation Y demographic that accounted for the largest proportion of these people, as 25-34 year olds were significantly more motivated to take the leap of faith and go it alone. But Generation Y is clearly moving more than any other demographic, as the growing desire for career progression puts further emphasis on your tenants’ need to remain flexible.
Just under half of employees said they’d consider a move abroad, with 37% declaring that they’d willingly move overseas permanently. It’s taught them to be mindful of the prospect of being left to find new work in a competitive job market. Many have skills and abilities that make them desirable to other companies (indeed those working in the finance and IT industries have the shortest job tenures in the country due to their highly sought-after skill set).
Workers in the UK can work on a project collaboratively at the same time with colleagues on the other side of the world. Unlike their parents, their appetite for career progression means they stay in one place for a shorter amount of time.
They may be in one place for shorter amounts of time, but Generation Y wants more than just a roof above their heads; they require a level of comfort and sense of ownership that will make them feel settled in their home life while they work on their careers.
From the fastest internet to the strongest phone reception, the technology your asset provides needs to be seamless. Adding more roles to their CVs enables them to gather new experience, acquire more skills and set themselves apart from the competition. If more can be gained both financially and professionally from exploring new job opportunities, more workers today are likely to pursue them.
If an exciting new challenge presents itself at the other end of the country or at the other end of the continent, they’ll move. For many the second driver is working in a caring professions such as nursing, social work or physiotherapy.
This is because flexible working is now mainly taken up by mums, although the legislation currently applies to dads and carers as well, and, as such, they risk being resented by colleagues and sidelined by managers. Then, after decades of loyal service, you’d retire, complete with an engraved clock and handshake from the boss.

And this greater connectivity has naturally impacted on generational attitudes towards relocation; while it was viewed as a huge consideration for older workers, it’s less so for those entering the job market today.
Shared parenting, if taken up, could also help address bias against women for taking maternity leave.But it’s all very well to bring in legislation to extend the right to request flexible working. What if you could tick all three boxes? Podiatry is a profession allied to medicine that many people know very little about.
More needs to be done to support employers to implement it and to implement it as part of a wholesale change of culture in their company rather than on an ad hoc basis.
Research shows that those companies which change their whole work culture reap the most benefits from it.
But do you really know the full story? Think about it:How many times do you use your feet every day? That includes reducing their office overheads through encouraging remote working, re-organising their office space and training line managers to lead flexible teams.Spreading examples of good practice is one way of providing this support. Now consider the things that you do every day that would be difficult or impossible if you were having problems with your feet or legs? It has, for example, been leading an international drive to promote agile working through human resources workshops which address issues arising from the change in culture.
It has also been converting office space in cities around the world, reducing office space and transforming the workplace into meeting space, hot desk space and leisure space which enhances the experience of remote workers who come to the office for meetings. One office, for instance, has a swimming pool.In moving to a more flexible workforce, there is also a need to promote flexible recruitment. But what about those who want to move from a flexible job to another one in a different organisation?Despite the fact that many companies are doing interesting work on flexible working very few openly advertise new flexible jobs. Some may argue that flexibility is built on trust and that trust has to be earned or that candidates are free to negotiate flexibility at interview, but many people are probably put off applying because a job is not openly advertised as being flexible or face the dilemma of when and how to bring up the issue of working flexibly – before the interview, during the interview or afterwards? Opinions vary and it can be best to feel your own way depending on the circumstances.But surely employers are missing a huge talent pool of people who are stuck in flexible jobs they have negotiated in their existing organisation or forced to stay at home when they would prefer to work.

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