13 Facts About Work Every Manager Should Know

The workplace continues to evolve faster than ever. These facts about work highlight workforce trends and employee statistics. Here’s what every manager should understand. 

We’re two decades into the 21st century, and the way we work has changed substantially from previous centuries. 

In the past, limited technology meant that what we did was more directly tied into a wage-per-item concept of work. What you made or did determined your wage in a direct way. Manufacturing, agriculture, and the office commute were the mainstays.

But no more.

Changes in technology, a shift in the culture, and financial challenges have shifted both the kind of work we do and the way we do it. What does work in the 21st century look like, for the worker, for the bank account, and for society?

Jobs have left the farm

Jobs are changing from what they used to be. For starters, the workforce has become increasingly urban, with agricultural jobs declining steadily into the 21st century. Technology has brought about the slow end to small family farms, making it possible for farms to be large and require fewer workers.

Urban centers, on the other hand, have grown dramatically. That’s where the rural workers are headed towards.

Along with this shift, manufacturing jobs have declined while the service industry (particularly healthcare, which we’ll cover in a minute) has picked up the slack. Despite the fact that the total amount of people working in manufacturing has lessened, manufacturing itself still accounts for nearly 30 percent of the United States’ gross domestic product, the say as the past thirty years.

Clearly, technology has reduced the workers needed for manufacturing in the 21st century, but not harmed the output.

Workers are working longer than before

One of the most notable facts about work is that Americans are working well into their late 60s and early 70s. About 20% of Americans age 65+ are working at least part-time. 12% of this demographic are working full-time. 

The traditional idea of stopping work at age 65 continues to change. Many older workers remain in the workforce because they enjoy staying active and want additional income. Some continue working due to rising expenses.

For your managers, this change creates a more multigenerational workplace. Teams today may include employees starting their first job and individuals with decades of experience. Creating schedules that help everyone mesh together and support one another can be a challenge.

Workers are retiring at a later age

Compared to the 1980s and early 1990s, the average retirement age in the post-2020 era has risen by about three years. Americans are putting off retirement due to concerns about inflation, the cost of living, and healthcare. Healthcare expenses represent one of the highest unpredictable costs for older individuals. 

Delayed retirement means experienced employees remain in their roles longer. This can benefit your business by keeping institutional knowledge within the company. It also gives younger employees opportunities to learn from experienced team members. 

However, you must also realize that employees at different life stages have different workplace needs. Flexible scheduling and supportive management practices can help teams work effectively across generations.

The top industries have changed

According to Census.gov, the top industries have shifted over the past forty years. But the same five major categories are still responsible for most of the employment share. These categories include manufacturing, information, food and accommodations, health, and retail. 

Today, the healthcare and information sectors make the most jobs, especially among younger people. In the 80s and 90s, manufacturing dominated the top spot. However, manufacturing in America is experiencing a slow return. 

The shift in major industries has changed the way many employees work. Service-based industries rely on hourly workers who need reliable scheduling and consistent communication. With the right tools, your management team can adapt to the demands of your workforce and keep everyone in the loop. 

Workers aren’t staying with companies for the long haul

Today’s employees are much more willing to change companies, even when staying in the same career field. In January 2024, salaried and wage-based workers had a median tenure of 3.9 years. That’s the lowest tenure since January 2022, according to the U.S. BLS. 

Employees no longer expect to spend their entire careers with one company. Many workers evaluate new opportunities based on compensation, flexibility, and company culture. 

Employee retention strategies can help you keep talented workers around for longer and reduce churn. Keeping existing workers costs less and is better for your business compared to constant rehiring. 

To succeed at retention, you need to know what employees want in order to stay. A positive workplace experience and predictable schedules are key parts of that equation.

Wages have increased, but labor costs continue rising

BLS reports that compensation costs for civilian workers rose 0.9% for Q1 of 2026. During that same period, benefit costs rose 1.2%, and wages and salaries increased 0.8%. 

Increasing wages can help your business attract and retain employees. However, paying people more also creates new challenges when it comes to balancing your labor budget. Making a few small scheduling changes can offset some of these negative effects and keep your operating costs manageable. 

Managing labor efficiently does not mean cutting corners. It means knowing when you need extra coverage and how to create schedules that support both business goals and employee needs. 

Working from home has changed employee expectations

According to Gallup, over half of workers enjoy hybrid work opportunities, and one out of four are exclusively remote. When the work-from-home evolution hit in 2020, it forever changed how employees view work and what they expect from their bosses. 

Managing a deskless workforce has its perks, but it also creates a new set of challenges for your leadership team. Staying connected to employees is one of the greatest hurdles you’ll face. You need a way to keep workers engaged and monitor their productivity without making them feel micromanaged. 

Even employees who can’t work remotely want more flexibility and communication from their bosses. Hourly workers want the ability to view schedules and request changes. They want to stay informed without unnecessary back-and-forth. Modern workforce management tools help you connect flexibility and operational needs. 

Workforce trends indicate growing diversity

One in three Americans will belong to a race other than white by 2060, meaning the workforce is becoming much more diverse. A diverse workforce brings together employees with different experiences and perspectives. Your management team can lean into this diversity to build a stronger team. 

Workforce expectations are also changing as younger generations enter the workforce. Your business should focus on communication and fairness to attract employees from a wider range of backgrounds. 

Employee engagement continues to challenge employers

In 2024, the percentage of engaged employees hit a 10-year low, according to Gallup. 

Investing in the right tools can help you achieve and maintain stronger employee engagement. 

Managers can improve engagement by setting clear expectations. It’s also important to recognize employees for the positive attributes they bring to the table. 

Technology is impacting the way managers run their teams 

Employee scheduling tools have changed the way you manage your workforce. Businesses that still use spreadsheets and paper schedules are setting themselves up for failure. The right tools make it easy for your managers to complete administrative tasks so they can spend more time immersed in the business. 

The concept of what work is has changed

Several factors have helped push younger workers (and some older ones) into owning their own businesses. These include coworking, a tough economy and job market, and technology that allows for a low-cost entry. 

This drive toward entrepreneurship plays into the steady increase in more hours per week being dedicated to work.

Technology has made significant changes in how and what work is done. Manufacturing requires fewer people, allowing (or forcing) people to shift to urban centers and find other kinds of work. Technology has allowed human workers to be unshackled from the office, giving them greater freedom.

Work in the 21st century is about being flexible and mobile, ready for change both in skills and financial savings.

The reality is that you need better tools to manage your workforce, keep them engaged, and promote flexibility. See how When I Work helps you build a stable team. 

Start your free trial of When I Work today!

Facts about work FAQs

How many employees report facing burnout at work in the U.S.?

Over 75% of Americans experience burnout. Burnout has become one of the biggest challenges facing modern workplaces. Long hours and changing schedules can make your team members feel overwhelmed. Overworked employees are also more likely to quit or call out sick. 

How can managers prevent employee burnout?

The way you build schedules plays a major role in preventing burnout. Try to create a balanced schedule and avoid unnecessary overtime. Your team members will have more time to recharge between shifts. 

What are the impacts of low employee engagement?

Low engagement can affect employees’ satisfaction and reduce worker contributions. When your employees feel less connected to the company and its goals, they are more likely to search for other opportunities.