Why Are Gen Zs Hopping from Job to Job?

A whopping 97% of Gen Z workers say work is an integral part of their identity, yet 83% consider themselves job hoppers, according to a recent ResumeLab report. But here’s the twist: for Gen Z, job hopping isn’t a red flag of instability. Instead, it’s a calculated move to diversify their skills, embrace fresh challenges, and seek out environments that genuinely align with their values and aspirations.

Why Do Gen Z Workers Quit?

While they value purpose and alignment, money still talks. For 70% of Gen Z workers, a competitive salary is a deciding factor in staying with a company. But it’s not just about the paycheck as many are leaving their roles due to burnout from excessive overtime, clashes of values with employers, dissatisfaction with job happiness, low pay, or poor management and toxic bosses. In fact, over 70% of Gen Z workers say they would quit if the work environment was toxic, development opportunities were lacking, or their work-life balance was compromised. Perhaps the boldest statistic of all is that 75% of Gen Z employees are willing to leave their jobs without having another role lined up.

Image Credits: unsplash.com

What Do Gen Z Employees Want?

Attracting and retaining Gen Z talent requires companies to meet them where they are—value-driven and ambitious. This generation values flexible work schedules, comprehensive healthcare packages, regular pay raises, and opportunities for personal and professional growth. They also seek remote work options and mental health days off, reflecting their holistic approach to work and life. For them, the “perfect boss” embodies strong decision-making skills, a commitment to employee growth, and the ability to inspire and motivate.

Is Their A Shift in Priorities?

Unlike older generations, Gen Z places less emphasis on financial compensation alone. According to McKinsey & Company (2024), younger employees rank adequate pay two levels lower in importance compared to their predecessors. Instead, they are drawn to meaningful work and shared values, with a lack of alignment being the second-highest reason for leaving a job. To attract this generation, companies must clearly communicate their values to prospective employees, foster a culture that reflects the morals and priorities of emerging talent, and build diverse and inclusive leadership teams that resonate with younger workers.

Is Job Hopping for You?

Personally, I’ve hopped from one job to another every two to three years, especially during the pandemic when stability and income took precedence. But with time, I found myself toggling between roles in academia and HR, exploring what truly gives my career meaning and direction. Writing, however, has always been my constant companion. Sometimes, it’s not just about finding a job; it’s about crafting a career narrative that resonates with your passions and purpose.

Image Credits: unsplash.com

So, is job hopping for you? It’s not about the label. It’s about finding the work that fuels your growth and feeds your soul.

Sources: 1 & 2

 

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8 Reasons Why Your Employees Are Leaving You

The reasons why an employee desires to leave may be obvious, such as wanting to pursue better opportunities or feeling underpaid. These reasons provide a better understanding of how you can improve your organization’s processes and recruitment strategies.

So, why do employees leave and what can you do to prevent a good employee from quitting?

#1: LACK OF APPRECIATION

Recognizing the efforts of employees can increase their motivation. When a company and its management ignore the employees’ accomplishments, they may seek value elsewhere. Implement a system that rewards quality output and efficient workers. Most employees are willing to go the extra mile when they feel valued by the company that they work for.

#2: FEELING UNDERPAID

With the uncertainties of the current situation, many Singaporeans seek stability. Salary is among the top reasons why employees depart from their previous employer. Offering competitive salaries and other benefits can prevent the employee from leaving a post. However, not every resignation is financial in nature. Uncovering other underlying factors can be necessary to retain an employee.

#3: LIMITED OPPORTUNITIES FOR GROWTH

Professionals have a potent desire to grow at a company. Who wants to remain stagnant, anyway? Recognizing the efforts and setting a clear career path can make the employees feel like they have a bright future in the organization.

Image Credits: pixabay.com

#4: MISMATCH BETWEEN THE ORGANIZATIONAL CULTURE AND THE EMPLOYEE

When you first arrived onboard, you were a perfect fit for the organization. As time passes, your goals and values no longer align with the organizational culture. This is a difficult situation to be in as the change needs to be addressed by several employees. Promoting open and honest communication in the workplace can bolster retention rates. Moreover, providing opportunities to interact outside of the office fosters a sense of camaraderie.

#5: LACK OF RESPECT

You are at risk of losing a good employee if he or she does not feel respected or trusted at work. Whether the employee feels disrespected by their boss or co-workers, the negative feelings can pile up. Employees can experience lack of respect in many ways ranging from written instances to sexual harassment. Prevent these issues by providing open channels for communication and exercising regular feedback.

#6: HAVING A HORRIBLE BOSS

A horrible boss can create a toxic environment for the employees. Many high performing workers quit their jobs because of their managers and not because of the job itself. Whether the manager is incompetent or is behaving badly towards the rest of the team, his presence can make or break an employee’s experience. Thus, training is essential. Ensure that the manager is given the tools to properly support their employees.

#7: DISCONNECT WITH THE COMPANY’S VALUES

If an employee no longer sees a connection between him and the company’s values, the employee can leave the organization. Do not sacrifice the company’s values for a result.

Image Credits: pixabay.com

#8: NO WORK-LIFE BALANCE

Last but not least, having no work-life balance can contribute to an employee’s burnout and eventual departure. At the end of the day, you must respect that your employees have lives outside of work. Providing an ample amount for rest and recovery can help improve the quality of one’s work.

Sources: 1 & 2

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Exit With Grace – Here’s How To Quit Your Job In 2022

When shifting jobs, professionals should communicate their decision to quit with respect and gratitude. Leaving professionally and ensuring that you do not burn any bridges is the best way to welcome new opportunities ahead. While it may be entertaining to quit in a grand public gesture, it should probably stay as a dream.

 

Here are five helpful tips that you can employ when you lodge your resignation this 2022.

#1: BE DIRECT

After days of careful contemplation, you realized that you are ready to leave your post. Make sure that your supervisor and co-workers are not surprised by a general announcement. Notify your direct supervisor through written and verbal communication. While some companies prefer to receive a four-week notice, others are satisfied with a two-week notice. Review your employee contract to read about the resignation period.

Be direct when communicating the reasons for leaving. Consider not only what is best for you and your new employer, but also what is best for the company you will be leaving.

#2: GIVE AT LEAST 2 WEEKS’ NOTICE

Employers generally accept a two weeks’ notice of departure. Sharing your decision in advance will give the supervisor time to sort things out. Elements such as your pending projects and status of assignments can be transitioned strategically.

In contrast, departing abruptly could have negative consequences such as leaving a poor impression and having co-workers wonder what happened wrong.

#3: CREATE A RESIGNATION LETTER

Make a resignation letter that is clear and concise. Thank your employer for the opportunity and state when your last day of work will be.

If you are leaving over a possible legal claim (e.g., allegations of workplace safety violations), you must speak to a lawyer first. Remember that anything in writing could be used against you.

#4: TRANSITION YOUR PROJECTS

What are your current projects and assignments? List these down. Determine which items will end when you leave, and which will need to be assigned to someone else. Discuss these projects to your direct supervisor and provide substantial data, reports, files, and contact information. You may need to train your replacement too.

#5: MAINTAIN PROFESSIONAL RELATIONSHIPS

Maintain professional relationships, if possible. Connect with key people from your previous organization through their LinkedIn profiles or email addresses. Make it clear whether you are open to being contacted with questions about the pending projects after you are officially gone. Alternatively, you can connect with these people virtually.

Image Credits: pixabay.com

Sources: 1 & 2

 

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