In a recent study, two-thirds of Generation Z consider ‘job-hopping’ essential for career advancement, prioritising skills and experiences over loyalty.
- The study from FDM Group highlights the cost-of-living crisis as a significant motivator for Gen Z to change jobs frequently.
- Gen Z, comprising a substantial portion of the global workforce, prefers job opportunities that offer skill development and adaptability.
- Many Gen Z professionals are dissatisfied with current learning resources, emphasising the need for mentorship and collaboration.
- The research underscores Gen Z’s role in challenging conventional work practices and integrating technology into business models.
In a significant finding by FDM Group, 66 per cent of Generation Z regard frequent job changes as crucial for their career progress, focusing more on the growth of skills and acquiring new experiences than on job loyalty. This reflects a broader trend as Gen Z prioritises adaptability and personal development in their professional lives.
The study attributes the inclination towards job-hopping partly to the cost-of-living crisis, which prompts many young professionals to seek better remuneration and opportunities for quick advancement. Graduates are particularly driven by the need to climb the career ladder swiftly and secure financial stability in uncertain economic times.
With Generation Z constituting around 30 per cent of the global population and expected to make up 27 per cent of the workforce by 2025, their preferences and work habits bear significant implications for future workforce dynamics. Their focus is on developing digital skills, which are increasingly necessary in today’s technology-driven economy.
Moreover, dissatisfaction with the existing learning resources sees many Gen Z individuals expressing a desire for more direct learning experiences. Eighty per cent indicated a willingness to increase office attendance if it meant more opportunities for coaching, collaboration, and learning through interaction with senior staff.
Despite this desire for learning opportunities, a disconnect remains as three-quarters of Gen Z and Millennials in remote or hybrid roles would consider resigning if mandated to work in-office full-time. This highlights a critical balance that companies must maintain between offering flexibility and ensuring effective skill development.
Sheila Flavell CBE of FDM Group notes that Gen Z holds significant potential in reshaping business practices by integrating modern technology and approaches. Their willingness to challenge the status quo could drive innovation and efficiency within organisations.
Interestingly, over 95 per cent of respondents believe Gen Z’s capacity to challenge traditional thinking is its most valuable trait, bringing fresh perspectives and ideas to established practices. Essential attributes such as adaptability, communication, teamwork, and problem-solving were prevalent among the skills cited.
FDM Group suggests fostering a multigenerational workforce by embracing adaptable work cultures that align with employee expectations. Employers are encouraged to provide clarity in learning and development pathways, anchoring employee growth in advocacy rather than retention. Gen Z’s preference for flexibility and meaningful engagement demands innovative approaches to training and skill enhancement, as businesses aim to bridge the skills gap.
Gen Z’s approach to career development through job-hopping presents an opportunity for businesses to innovate and adapt to changing workforce needs.
