“The study helped inform our business strategy moving forward.”
– Gary Swart, Former CEO of oDesk
Dan has conducted more research focused on generations, the future of work, and economic trends than anyone else his age. He has lead over 50 research studies in partnership with companies such as Oracle, American Express, Randstad, and UKG. Schawbel has explored a plethora of issues around hiring, engagement, mental health, corporate culture, digital transformation, employee benefits and leadership. In total, he’s led studies that have collectively surveyed over 1.3 million c-suite, directors, HR leaders, managers, freelancers, job seekers, and students from 26 different countries.
The studies have been covered in over 800 media outlets including CNN, USA Today, Men’s Health, Fortune, BBC World News, NPR, LA Times, Fast Company, TIME, CNBC, and The Wall Street Journal. He led a study on “The Skills Gap” that was the cover story for Money Magazine’s May 2016 issue and another on “Employee Burnout” that was the cover story for HR Magazine’s June 2017 issue. The findings from his work have been impacted millions of people over the past decade.
Dan is responsible for conducting “The first definitive research in the marketplace to date on Gen Z (Human Resource Executive)”. In addition, he advised and commented on US News & World Report’s first-ever “Best Jobs for Millennials” report.
Latest research studies:
A study of 2,000 HR leaders and hourly workers showing that hourly workers should receive the same, or some of the same, benefits as salaried workers.
A study of 2,000 C-suite executives and employees revealing how people want to split their time between different spaces and how it impacts engagement and satisfaction.
A study of 2,000 HR leaders and employees finding that at companies where recognition incorporates D&I, 3X as many employees are highly engaged.
A global study of 4,000 employees finding that employees feel people at their organization aren’t heard fairly or equally, especially Millennials, Gen Z, caregivers and essential workers.
A study of 1,600 employees and HR leaders finding that over half the workers postponed healthcare during Covid and 65% would give up bonuses for better healthcare benefits.
A global study of about 4,000 employees and business leaders examining how they felt their employer responded to the Covid-19 pandemic, their top concerns and lessons learned.
A global study of over 12,000 c-suite, HR leaders, managers and employees finding that Covid-19 increased workplace stress, anxiety and burnout and that workers are turning to robots over people for help.
A study of 1,200 HR leaders focused on technologies impact throughout the entire employee lifecycle from hiring to engagement and development.
A study of 5,000 workers highlighting the biggest distractions they have in office spaces.
A global study of 3,400 Gen Z workers uncovering the aspects of work that are most important to them.
A study of 1,600 U.S. and Canadian employees on the most important factors in their offices.
A study of 600 HR leaders discovering that the skills gap has gotten wider forcing employers to hire workers without degrees, veterans, and even retirees.
A global study of over 8,300 employees, managers and HR leaders focusing on how AI has changed the relationship between people and technology at work.
A study of 600 HR leaders focused on the cost of the skills gap and how artificial intelligence is being used to close it.
A study of over 1,300 HR leaders identifying the gap between the way people are using AI at home compared to at work.
A study of over 1,600 U.S. and Canadian employees focused on how natural light and views of the outdoors were important perks.
The 4-day Workweek
A global study of nearly 3,000 employees finding that they prefer to work 4-day workweeks if pay was kept constant.
A global study of over 2,000 managers and employees focused on the important of relationships in-person and online.
A study of over 600 HR leaders revealing the employee burnout crisis, the cost of burnout and what companies can do about it.
A global study of over 25,000 employees focused on their experiences working remote and both the benefits and drawbacks.
A study of over 1,000 HR and job seekers revealing the most desired employee perks and the technology that is transforming recruiting.
A study of 800 employees in the financial services industry examining their workplace needs and what drives them.
A study of over 800 HR focused on the cost of regulatory change, compliance and what companies can do about it.
A study of over 4,100 job seekers and HR comparing the employment outcomes of both active and passive job seekers.
A study of over 1,500 HR leaders and freelancers probing the drivers and business benefits behind the rise of the free-agent workforce.
A study focused on the most important skills for advancing ones career in the economy, resulting in better salaries and promotional opportunities.
A study of over 1,200 job seekers and HR focused on how the candidate experience can be improved and how it shapes an employer brand image.
A study of 2,000 Gen Z and Millennials comparing their workplace preferences and views of each other.
A study of over 2,100 global HR leaders focused on trends like internal career mobility and employee retention.
A study of over 600 HR leaders focused on how automation technologies are improving the productivity of employees.
A study focused on how personal websites can help individuals build their personal and professional brand.
A study of over 1,100 Millennials focused on what influences their purchases, how to advertise to them, their trust in media and economic setbacks.
A study of over 1,200 employees, job seekers and HR focused on the importance of work flexibility, time off and work-life balance.
A study of more than 700 leaders in talent and learning management identifying the biggest issues around succession planning, development and skills.
A study of over 2,600 U.S. and Canadian workers on job satisfaction, productivity and office design.
A study focused on Millennial leadership styles, ambitions, skills and desire for leadership development programs.
A study over 1,800 HR professionals focused on how organizations can support boomerang employees.
A study of over 2,000 adults about the economic shift in the workplace across different generations.
A study of over 5,700 professionals to better understand the strengths and weaknesses of leader’s strengths and weaknesses across different generations.
A study of nearly 4,800 college and high school students uncovering their entrepreneurial ambition, volunteer activities and career aspirations.
A study of over 4,100 college students and recent grads on how their career service centers have helped them find jobs and prepare for the working world.
A study of nearly 3,000 job seekers and HR professionals focused on what recruiters are looking for when hiring and college’s role in workplace preparation.
A global study of 1,000 Gen Y and Gen Z’s compared the workplace preferences of both generations.
A study of over 1,200 Millennial workers and their managers focused on key business skills projected by the next generation.
A study analyzing the workplace and financial patterns and needs of Gen Y, Gen X and Baby Boomers.
A study of over 2,800 Gen Y, Gen X and Millennials comparing their desires to start a business over staying with their current employer.
A study on how students are developing their careers during college and their employment opportunities post-graduation.
A global study of almost 3,200 freelancers revealing a new groundbreaking definition of what it means to be an entrepreneur.
A study of over 1,300 students on how they view online learning, believe education is changing and how colleges can help them prepare for their careers.
A study showing the hard and soft costs of hiring Millennial workers and the retention programs that will help retain them.
A study of 2,000 Gen Ys and 2,000 of their managers to uncover a manager’s criteria for advancement and both groups impressions of one another.
A study comparing generations in the workplace including where they are in their professional career and financial challenges.
A survey of 200 students focused on their future career prospects, interest in furthering their education, value of internships and use of social media.
A study of 2,236 Gen Y just before the 2012 Presidential elections probing about their voting behavior, most important issues and who influences their vote.
A study of 5,268 job seekers from different generations highlighting the resources and sites they turn to when job searching and what they’re looking for in an employer.
A study that highlights Gen Y workers workplace preferences including company size, employee benefits, industries and entrepreneurial ambitions.
A study of 225 employers uncovered new findings on the student employment gap, skill requirements and the top sources of hire for internships and entry-level positions.
An analysis of 50 million Facebook data points discovered gives insights into Gen Y when it comes to their job status, the more common industries and job titles, and their work and personal relationships.
Most interesting findings:
- Millennials are most likely to have had to move back home with their parents due to financial hardship after starting their careers (28 percent) compared to Gen X (11 percent) or Baby Boomers (5 percent).
- 43% of students say that online education will provide them with courses of the same or higher quality than traditional colleges.
- 87% of companies reported it costs between $15,000 and $25,000 to replace each millennial employee they lose.
- 90% view entrepreneurship as a mindset today instead of the role of a business owner.
- Over 63% of Gen Y workers have a Bachelor’s Degree.
- Median salary across Gen Y is $39,700.
- Average tenure for Gen Y is 2 years (5 for Gen X and 7 for Baby Boomers).
- Gen-Y is connected to an average of 16 co-workers and nearly 700 friends on Facebook.
- 91% of employers think that students should have between one and two internships before graduation.
- 98% of employers view communication skills as being important or very important when hiring for entry-level positions.
- Baby Boomers use social networks as part of their job search (29%) over Gen X (27%) and Gen Y (23%).
- 32% of Gen Y consider themselves to be entrepreneurs compared to 41% of Gen X and 45% of Boomers.