27% of Generation Z representatives have changed jobs in the last three months. In contrast, only 2% of the silver generation reported such a change. Over the past year, the rate of job change among the oldest actively working group is 7%, but for the youngest, it’s a staggering 62%. According to a survey by Pracuj.pl, when it comes to career mobility, Generation Z vastly outpaces all other age groups. But does this mean they are unsure about their roles in the workforce? On the contrary, they enter the market as employees who know what they want and aren’t afraid to voice it. They’re willing to change jobs until they achieve professional satisfaction. Young talents will remain in organizations that cultivate environments as open and flexible as they are.
Key Takeaways:
- 62% of Generation Z respondents say they changed jobs in the last year.
- Only 35% of them believe that going above and beyond in their duties is worth it.
- 45% of Gen Z focuses solely on their formal duties at work.
- 47% claim that work isn’t an essential part of their life but just a means to an end.
- 56% of the youngest labor market participants say they are currently looking for a new job.
- 50% of Generation Z respondents say the main reason for job hunting is insufficient pay.
A Dynamic Approach to Employment
Only 2% of respondents aged 55-65 changed jobs in the last three months. In comparison, 27% of Generation Z reports such a change. This disparity becomes even more evident when considering the past year. 7% of the silver generation changed jobs, 10% of those aged 45-54, 18% aged 35-44, 26% aged 25-34, and a whopping 62% of the youngest (ages 18-24).
The results indicate a clear generational gap in attitude towards work and employer loyalty. The youngest frequently have varied roles across industries over short periods. Gone are the days when employees sought to remain in a single role until retirement. Modern employees are open to exploring multiple paths, learning through trial and error.
To investigate these emerging work trends, Pracuj.pl conducted a survey of 2,120 respondents of varied gender, age, and residence in September 2023.
Balancing Commitment with Needs
58% of Poles are satisfied with their work. However, there’s a distinct divide between Generation Z and the silver generation in job satisfaction. Over half (54%) of the youngest generation express contentment, while the number rises to 65% among older colleagues.
Despite their satisfaction, only 35% of Gen Z believes that exceptional dedication to work is rewarding. Their approach is strictly contractual; 45% say they focus only on their formal duties, avoiding extra tasks. 47% feel that their job isn’t a significant aspect of their life but merely a means of livelihood. This percentage decreases to 44% among those aged 25-34 and rises to 46% for those aged 35-44. For the older generation, work is only a means of livelihood for 39% of respondents.
Still, 56% of the youngest participants are currently seeking or planning to change jobs. Why is this?
While it’s often said that Gen Z changes jobs too frequently, this isn’t inherently negative. Their non-conformist attitude is leading to more employee-centric work environments. This generation values work that aligns with their personal values and passions. When they find such opportunities, they tend to stay longer. They appreciate collaboration, diversity, and transparency, and are actively shaping recruitment practices.
Driving Factors
Compensation is a primary reason why young individuals are job hunting. 50% of Generation Z respondents stated they would like to earn more. This factor was pivotal for all age groups. Those aged 25-34 placed the most emphasis on this (58%), while the silver generation focused slightly less at 46%.
However, money isn’t everything. Young individuals also seek growth opportunities. They’re looking for new roles because their current organization doesn’t offer growth or promotion chances.
Generation Z expects fair compensation, growth opportunities, and a focus on their well-being. Employers who appreciate them, foster a positive environment, and offer flexibility will attract and retain them. After all, who wouldn’t want to work under these conditions?
The younger workforce is not shy about their expectations. They believe in mutual benefits: they benefit from their employers, but the employers also benefit from them.
Many of the youngest labor market respondents also consider roles outside their current field or specialization. 17% are seeking jobs because they want to change industries or professions. Their approach to career paths differs from the past, where careers were often viewed in a long-term, life-long perspective. Today, they value freedom and finding the right fit, even if it means frequent changes. After all, ultimate job satisfaction is at stake.
For some young workers, flexibility is crucial. 14% of them are looking for new roles because they want remote work, which their current employer doesn’t offer. Working from home is a trend that gained traction during the COVID-19 pandemic, and its appeal remains. Remote work offers greater work-life balance, an essential aspect for many.
Conclusion
The work landscape is changing, driven by a new generation of employees with distinct priorities and values. The adaptability and openness of Generation Z benefit them and challenge employers to rethink their strategies. The best organizations will be those that recognize and address the needs of this emerging workforce. Only by doing so can they attract and retain the best talents, ensuring long-term success and innovation in the rapidly evolving labor market.
