A recent study by ResumeLab, published on September 4 states that an astonishing eight out of ten Gen Z employees call themselves job hoppers. On the other hand, the tendency for Gen Z to jump from one job to another does not equate to instability; rather, it is strategic in its attempt to diversify skills, explore new challenges, and be part of work environments that align with their personal preferences and goals.
What Drives Gen Z Workers?
The motivations that influence the work of 1100 Gen Z employees across the US. Personal development has accounted for 35%, ambition has resulted in 28%, and family has accounted for 28%. About 25 per cent mentioned such reasons as money, aspiration to accomplish some change, and purpose in life. Also, “passion” was found to be another motivating factor for 24% of respondents towards their careers.
Gen Z workers consider a healthy work-life balance, meeting job responsibilities, good relations with colleagues, meaningful job and career development more than high salaries when discussing priorities.
Factors Influencing Quitting Decisions
Despite the emphasis on factors other than money in their work, a competitive salary still plays a major role in influencing 70% of Gen Z workers to remain with their current employers. The leading causes of leaving a job include excessive overtime, value misalignment, job-related unhappiness, low salaries, and unfavourable manager or boss relationships.
Moreover, over 70% of respondents indicated that they would quit their jobs if they faced a toxic work environment, lacked opportunities for development, or if their job adversely impacted their work-life balance. Impressively, about 75% stated their willingness to quit without having a replacement job secured.
Attracting Gen Z Employees: The HR Perspective
When it comes to recruiting and talent acquisition, Gen Z workers have a set of expectations, which they consider “must-haves.” These include a flexible work schedule, healthcare benefits, regular pay raises, opportunities for professional development, remote work options, and the availability of mental health days.
Gen Z workers also highlight the characteristics of an ideal boss, emphasizing attributes such as strong decision-making abilities, a focus on employee growth and development, and the capability to inspire and motivate their teams. These insights serve as valuable guidance for HR professionals looking to attract and retain Gen Z talent in their organizations.
