In comparison, millennials stuck around in their first jobs for 1.8 years. Meanwhile, Gen Xers and Boomers held onto jobs at the start of their careers for around 3 years before hopping onto the next.
Just because Gen Z is switching jobs at a faster pace than their older counterparts, doesn’t mean they’re quiet quitting in their jobs; about 68% still strive to perform effectively in their current roles, according to the Randstad report. However, like many first-timers launching their careers, they’re not thrilled about their early-career jobs on offer and are willing to make a change.
The difficult entry-level labor market is weighing on Gen Z, despite their willingness to switch roles. Two in five of the young workers don’t feel like they can achieve their dream role due to their education, or lack thereof, and 41% say they don’t have the confidence to find another job.
Bosses might assume these doubts will slow Gen Z down, but 54% still regularly browse for new roles anyways.
Despite actively seeking roles in high-growth industries like IT, healthcare, and financial services, the report notes that the youngest generation of workers are leaving college and entering the workforce in an uncertain labor landscape.
“Economic volatility, declining entry-level opportunities and the impact of AI on skills profiles have not dampened Gen Z’s appetite to advance in their jobs,” the Randstad study explains.
Instead of villainizing the group for jumping ship at their businesses, bosses should be more aware of Gen Z’s desire to grow within their organizations—or else they might lose them.
“Gen Z is not a challenge to manage or a problem to solve. In a workforce being reshaped by AI and ambition, they offer a new blueprint for what work can become,” the report continues. “For employers, the takeaway is clear: Gen Z is eager to grow and adapt but needs support that’s accessible, inclusive, and aligned with their ambitions.”
