Today’s young managers are switching jobs within just a couple of years in their quest for quality of life and job satisfaction, according to a report, Great Expectations?, on managers aged 25-35 by the Chartered Management Institute and PPP healthcare.

Unlike previous generations, who aspired to a job for life, 82 per cent of young managers believe there’s no such thing and are quite prepared to vote with their feet if organisations fail to deliver.

More than seven in ten (71 per cent) young managers expect to stay in their current organisation for a maximum of five years. A startling 41 per cent plan to move on within just two years, raising major challenges for companies seeking to recruit and retain good managerial talent.

Despite being in the early stages of their management careers, many believe they are expected to put in long hours and are concerned about the knock-on effects. Eighty-six per cent work more than their contracted hours with over half (51 per cent) working at least five hours a week extra. Only eight per cent keep to their agreed hours.

Young managers say this is affecting their social and leisure life (58 per cent) and both their physical and emotional well being (54 per cent). Sixty-five per cent of those with children believe it is damaging their relationship with them and 57 per cent of those living with a partner are concerned by the negative effects on their relationship. Of major concern, a third (33 per cent) admit to feeling stressed – by this they mean under excessive pressure – most of the time.

So, what is the next generation of management looking for from their employers?

Along with the confidence to take charge of their own career, these younger managers also expect a new employer-employee working relationship, built on partnership and trust. Their preferred management style is one that empowers, in contrast to the bureaucracy and authoritarianism that still prevail in many organisations. What’s more, young managers are least satisfied with their top team when it comes to their verbal communication, emotional intelligence and listening skills.

Young managers also expect to be trusted to work more flexibly in their bid to achieve a better work-home balance. Highest on their wish list are the chance to work from home regularly, making the most of new communication technology and the option to work a compressed week: say, completing their agreed hours over four days instead of five. But most organisations have yet to embrace these ways of working – for example, only 13 per cent of organisations offer a compressed working week while three times as many young managers (39 per cent) would prefer to work in this way.

And, when it comes to the job, their focus is firmly on getting on in their careers and fulfilling their personal potential. Yet almost a quarter (23 per cent) say their current job has failed to come up to their expectations. They say the top three factors motivating them when choosing a job are career prospects and promotion opportunities, the challenges presented by the job and the opportunities for personal growth and development. Their preferred employee benefits are an occupational pension (62 per cent), private healthcare (49 per cent) and a company car (36 per cent).

The research also reveals a principled group who say they are prepared to tackle wrong-doing personally in their working life. Eighty nine per cent say they would take action if they believed employees in their organisation were behaving unethically or unlawfully – or only one in a hundred would turn a blind eye. In a similar vein, three quarters want to work for an organisation that balances the interests of all its stakeholders – shareholders, customers, employees and local community.