Why Gen Z is ‘generation quit’
Here’s how HR must respond.
Why You Should Care
Gen Z are leading the Great Resignation in 2023.
How should employers respond?
LinkedIn's research sheds some light.
The Great Resignation is not going anywhere, despite a looming recession. Employees are still quitting in droves, and Gen Z is leading the wave, according to research by LinkedIn.
The social media giant surveyed 2,000 adults in the US and found that 61% of them were considering changing jobs in 2023 – this rose to 72% for Gen Z workers.
In the UK, where LinkedIn surveyed another 2,000 employees, 77% of Gen Z said they were thinking about resigning this year.
According to Bankrate, 77% of Gen Z workers are thinking about leaving their jobs while Microsoft found that 54% of Gen Z workers are looking to quit.
This is pushing Gen Z to be deemed ‘Generation Quit’. In this context, employers, and particularly HR needs to understand that better working conditions are critical to retain Gen Z workers, who are the leaders of the future.
How to stop Gen Z quitting
LinkedIn’s research found that pay was the main reason why Gen Z are quitting (30% in the UK). However, their high quit rate isn’t just linked with salaries.
This generation are ambitious, and they’re also looking for a meaningful work experience, with a preference for flexible work environments that prioritize growth and wellbeing.
In the LinkedIn survey, 87% of Gen Z employees are looking to train their skills to advance their career. Even more, 46% are confident in pushing for a promotion or finding a better opportunity.
According to LinkedIn’s Workforce Confidence report, around 80% of Gen Z workers globally are looking to find a job that aligns better with their values.
In addition, the Cigna 360 Global Well-Being Survey 2022, it is said that 91% of Gen Z workers feel extremely stressed in the workplace. This is a leading cause of burnout and lack of satisfaction in their jobs.
What can HR do in response?
To help Gen Z workers – the leaders of the future – and raise retention rates, companies need to address mental health and the stress that the job creates, plus provide top-notch career development opportunities to enable Gen Z to learn and grow.
Gen Z workers value their place in the company. Employers can, in turn, be open and mindful about showing their workers that they are valued by creating a supportive, value-led working environment.
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Editorial intern, UNLEASH
Casey is an undergraduate student at Boston University and has experience working with non-profits and AI.