Gen Zs are taking work by storm—with increased demands and heightened expectations. They also have tremendous job mobility and majorities of them say they are likely to quit or hop to new jobs for all kinds of reasons.
This is critical because the labor shortage makes all workers important—and especially Gen Zs for their fresh viewpoints and new energy. In addition, done well, hiring a Gen Z provides the opportunity to train, develop, coach and gain commitment to your company and your culture.
But given the patterns of Gen Zs’ work, you’ll need to work hard to hang onto them—designing work experiences which pique their interest and hold it over time.
Job Mobility and Ambiguity
Of course, rather than thinking of Gen Zs as job hoppers or quitters, it’s more positive to identify them as having significant career mobility. Companies are struggling to find and keep the best talent, and Gen Zs’ potential and runway result in them having plenty of opportunities.
Importantly, Gen Z faces unique challenges in finding careers which are most fulfilling for them—in a period where great work is a moving target. They are entering the workforce during a period of reinvention and rethinking related to even the most fundamental elements of when, where how and why people work. But they lack a clear reference point for the experience of work.
Born starting in 1997 (according to the Pew Research Center), they haven’t known a “normal” world of work. The youngest Gen Zs graduated from college in 2019 just prior to the pandemic and for those who graduated in 2020, they were deprived of even a typical college graduation.
As they moved from university to work, many had jobs which were cancelled, they started jobs and were furloughed or began their work and were sent home from the office. As Gen Z finds their way in the world of work, they don’t have a point of comparison for how work used to be—and they are having to get their bearings in an ambiguous and amorphic landscape of work.
What Gen Zs Want
Work is an important part of life. It’s where people express their talents, make contributions to others and feel like they matter in terms of their impact on the world.
Contrary to the view of Gen Zs as the generation who wants to work as little as possible or shirk responsibility for work, 97% report work is an important part of their identity. In addition, they report they want to innovate, have an influence on society and keep learning.
They also want to have fulfillment in both their work and their life and to achieve success and recognition. Most also prioritize financial stability and aspire to start their own business, according to a poll by ResumeLab.
Who’s Hopping
But at the same time they value work and have meaningful career aspirations, they aren’t settling down into companies or organizations—at least not yet. In fact, according to ResumeLab, 83% of Gen Z employees consider themselves to be job hoppers, and 75% would leave a job even if they didn’t have another one waiting.
And Gen Zs have high levels of job mobility regardless of whether they hold a degree. In fact, 77% of those without a degree and 92% of those with master’s degrees considered themselves to be job hoppers.
This translates into the largest proportion of those surveyed (43%) reporting that they only plan to stay at their employer for two years. In addition, 34% have already had two jobs and 23% have had three.
Women tended to have fewer jobs than men and those who worked at larger companies tended to stay with their jobs longer than those employed at companies with 50 or fewer employees.
So how can you motivate Gen Z to join, stay and make their best effort and contribution? There are a few key things that will matter most, according to the data.
1 – Give Them Meaningful Work
At the top of the list for motivating Gen Z is to provide work they find meaningful, satisfying and fulfilling.
- 72% say having satisfying job duties is more important than salary.
- 70% say having meaningful work is more important than salary.
- 70% say they would quit their job if it doesn’t make them happy.
- 28% are most motivated by ambition and proving themselves.
- 25% are most motivated by their purpose and their desire to make a difference.
- 24% are most motivated by their passion.
No job is ideal, but you can seek to align Gen Z interests with their job responsibilities as much as possible. Ask Gen Zs what they want and design jobs where they can make contributions to projects which mean the most to them. Check in with them regularly, and ensure they’re feeling fulfilled—and make adjustments where it’s possible.
2 – Give Them Growth
No job is ideal, and in addition to a current tole, people also gain motivation from future aspirations—and the opportunity for growth and development. This is especially true of the youngest workers.
- 70% say career development is more important than salary.
- 72% would leave a job that lacked development opportunities.
- 35% are most motivated by personal development.
- 29% say regular development opportunities are on their must-have list for their work.
So, at the same time you’re aligning Gen Zs’ current work with their interests, also ensure you’re coaching them for what’s next, giving them job progression opportunities and helping them develop learning and development plans.
3 – Give Them Work-Life Fulfillment
Also critical to Gen Zs is a sense of fulfillment in both their work and their life. They value work, but not to the exclusion of other elements of life.
- 73% say healthy work-life balance is more important than salary.
- 70% say they would quit their job if it were hurting their work-life balance.
- 28% are most motivated by family responsibilities.
Interestingly, when asked what’s on their must-have list for their work, 35% say work flexibility, 31% say healthcare packages, 28% say an employer who understands their personal needs outside of work, 27% say remote work opportunities and 25% say mental health days off.
You can ensure you’re supporting Gen Zs in their work and life by providing as much flexibility and autonomy as possible—in where, when and how they work—within the constraints of the job. You can also ensure you provide benefits and work-life supports (think: insurance, pet care, child care, time off, young parent support groups) which nurture both work and life experiences.
4 – Give Them Great Relationships
It is still true that one of the most significant reasons people stay with an employer is because they have a best friend at work and Gen Zs rank good relationships among what is most important to them. In addition,
- 72% say good relationships with coworkers are more important than salary.
- 65% would quit if they didn’t get along with their colleagues.
Gen Zs also have high expectations for leaders. Their view of an ideal boss is one who makes good decisions, focuses on employee development and can inspire and motivate others. In fact, 26% would leave a job because of a poor manager.
Give team members meaningful work with shared goals and the opportunity to expend effort together. Provide activities in which people can get to know each other and give cultural permission for enough personal chatter so people can develop strong bonds. When people get along better, they tend to follow up, follow through and accomplish tasks more effectively—so connecting pays off. Also select and develop leaders who are people-centric and can accomplish results the whole team feels good about.
5 – Give Them Fair Wages
While there are elements of the work experience which are more important than money, of course salary is also critical to Gen Zs choices and quality of life.
- 70% say a competitive salary is important or very important in their decision to stay with an employer.
- 32% would leave because of a low salary.
- 29% say regular pay raises are on their must-have list for their work.
- 25% say money is a primary motivator.
Ensure roles are fairly compensated and appropriate to the market—especially as you’re competing for talent outside of your region. Provide pay transparency and also ensure clarity about how and when Gen Zs will be able to progress through their careers and pay levels.
6 – Give Them Great Cultures
Of course, all of these contribute to strong cultures—and Gen Zs’ overall experience of the organization matters to how they are motivated. The way things get done and the norms of behaviors are fundamental to the employee experience.
- 72% would quit their job if the working environment were toxic.
- 35% would leave if they experienced a clash of values.
Select people who fit with your culture and your values—and who can challenge and develop your organization as well. Ensure you’re embracing diversity and creating the conditions where people can be fully themselves and also receive feedback about how to get better all the time.
Beyond Gen Z
You want to attract, retain and motivate Gen Z, and these are sound strategies to do just that.
But these are also the factors which are important to all the generations. Depending on their age or life stage, people may shift the sequence of these priorities—but for most people, the opportunity for meaningful work, growth, work-life fulfillment, great relationships with colleagues and leaders, fair pay and healthy culture are all important—not only to their contribution and effort but to their own fulfillment.
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