New research delves deeper into what takes precedence for many Gen Z workers and why they leave jobs that don’t meet their expectations.
We all know that unlike previous generations, Gen Zers are prioritizing mental health, work-life balance, and the alignment of personal values with professional roles. Flexibility, purpose, and well-being take precedence for many Gen Z workers. This wave of resignations raises important questions about the future of work and what employers must do to attract and retain this new generation of talent.
The recent Deloitte Global’s Gen Z and millennial survey reflects broader shifts in workplace expectations and values, with Gen Z challenging traditional employment norms and prioritizing personal fulfillment over job stability.
Gen Z is reshaping workplace norms and expectations. Here’s what employers must understand about this segment of the workforce.
1. Desire for work-life balance
Gen Z values a healthy work-life balance and is less willing to compromise personal time for work. They prioritize mental health and well-being, which often leads to quitting jobs that demand excessive hours or create burnout.
Many are unwilling to stay in roles that contribute to high stress levels or that blur the boundaries between work and personal life. Surveys show that significant portions of Gen Z employees report feeling stressed most of the time, often citing their jobs as a major contributing factor. Consequently, they are more likely to leave positions that do not offer the flexibility or support they need to manage their mental health effectively.
2. Search for meaningful work
This generation is driven by a desire to work for organizations that align with their personal values, especially concerning environmental sustainability and social justice. Gen Z is more likely to quit a job if they feel the company is not making a positive impact on society or if its practices conflict with their ethical beliefs. This trend towards “conscious quitting” reflects their commitment to finding meaning in their work, rather than just a paycheck.
3. Flexible work arrangements
They prefer flexibility in how and where they work, including remote or hybrid work models. Traditional 9-to-5 office jobs are less appealing, and the lack of flexibility can be a reason for them to quit.
A toxic work environment or poor management can also quickly drive Gen Z employees away. They value inclusive, supportive, and transparent workplace cultures.
4. Career development
Gen Zers are eager for career growth and learning opportunities. If they feel stuck in a role with no clear path for advancement or professional development, they are more likely to move on to other opportunities.
5. Financial security, entrepreneurship
Despite their desire for meaningful work, financial insecurity remains a significant concern for Gen Z. Many are living paycheck to paycheck and feel uncertain about their economic futures, which can push them to seek better paying jobs or roles that offer clearer pathways to advancement. This financial pressure, combined with the high cost of living, often drives them to change jobs frequently in search of more secure opportunities.
Many are also entrepreneurial and willing to leave traditional jobs to start their own businesses or freelance, seeking greater control over their careers and income.
6. Technology and work dynamics
Gen Zers grew up with technology and often expect modern, tech-savvy workplaces. Many are leaving jobs because they feel their employers are not keeping up with technological advancements or offering the training necessary to thrive in a digital world.
For example, concerns about the impact of AI on their careers are pushing some Gen Z employees to seek roles that offer better training and development opportunities in this area.
7. Disconnection and lack of engagement
Despite their digital savvy, they often report feeling disconnected in the workplace, especially in traditional office settings. The preference for remote or hybrid work is strong in this generation, and roles that do not offer this flexibility can lead to disengagement. This sense of disconnection is compounded by what many Gen Z workers describe as poor communication and feedback from management, leading them to seek out employers who can better meet their needs in these areas.
