Job Mobility is On the Minds of Young Workers

In research conducted for Frontline Recruitment by McCrindle, Gen Z showed they embrace the changes they will inevitably experience during their working life.

Gen Z open to changing roles

More than seven in ten Gen Z workers (72 per cent) have considered leaving their role during the past 12 months.

This is compared with 67 per cent of Gen Y workers, 57 per cent of Gen X and just 42 per cent of Baby Boomer workers.

Despite being open to new opportunities, few Gen Zs are actually following through.

In fact, Gen Z workers are 3.4 times more likely to have thought about leaving their role than actually having left (72 per cent, compared with 21 per cent who have left).

Employers must consider how to prevent a “quiet quitter” mindset among workers.

They also must ensure workers who stay enhance and do not hinder the organisation’s aims and goals.

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Likely reflective of the rising cost of living and the pressures it brings, workers today are unlikely to proactively take risks when it comes to moving through the workforce.

In fact, job security (88 per cent) and economic factors (81 per cent) are key drivers in keeping workers in their roles.

However, these factors alone are not enough in retaining quality talent.

What may have worked to retain quality staff a decade ago doesn’t reflect the values and motivations of the youngest members of our workforce.

Professional growth is important to younger generations and a clear development pathway is a key contributor to overall job satisfaction.

Almost half of Gen Z workers (48 per cent) say that opportunities for career progression contributes to their overall job satisfaction (compared with 42 per cent Gen Y, 32 per cent Gen X, 18 per cent Baby Boomers).

Two in five Gen Z workers (41 per cent) would say that opportunities for professional development is key in being satisfied in their job (compared with 39 per cent Gen Y, 32 per cent Gen X, 24 per cent Baby Boomers).

Adapting to the New

Embracing a more mobile workforce requires workers to adapt to the new – new opportunities and new challenges, new leadership and new workplace culture.

It requires workers to set career goals which are not limited by one organisation.

Instead, career goals are set around workers being the best they can be in their lane.

This does not come without challenges, though.

While some roadblocks to achieving career goals may be out of an individual worker’s control, a lack of confidence can inhibit many young workers.

One in three Gen Z (31 per cent) and one in five Gen Y workers (26 per cent) would consider a lack of confidence in applying for roles a key roadblock (compared with 20 per cent Gen X, 11 per cent Baby Boomers).

Workplaces need to be able to embrace the change that a mobile workforce brings.

This includes listening to what career goals employees have and coming alongside them to help them achieve them, within their current role.

Yet, it may also require encouraging them to take on something new, being able to boost the confidence of young workers to step out and find opportunities for growth.

It is clear the workforce of the future will be mobile and it is essential that the workforce empowers younger generations to embrace it, the opportunities, the challenges and all that it has to offer.

Generation Z Infographic

From explaining the defining traits of each generation to shining a light on the emerging Gen Zs and Gen Alphas, this infographic provides a fascinating overview of the generations.

Article supplied with thanks to McCrindle.

About the Author: McCrindle are a team of researchers and communications specialists who discover insights, and tell the story of Australians – what we do, and who we are.

Feature image: Photo by Saulo Mohana on Unsplash