There’s a general assumption that young people are job hoppers.
They can’t sit still at work. Always on the lookout for the next best thing, and are more focused on finding a ‘job for life’ versus an ‘employer for life’.
Millennials “want it all” at work and focus on excelling in a specific role and reaping immediate rewards. Working for just one employer is limiting, so the prospect of switching organisations for the same role is more appealing.
And so the trope of the flakey millennial in continual pursuit of purpose, switched organisations…again…again and again!
So is it cliche to be under 30 and hold four different jobs? A new Admiral Group study challenges this job-hopping stereotype, with 75 per cent of Gen Z employees searching for secure, longer-term work because they value security.
In this blog, we’ll explore why Gen Z are prioritising job security, what it means for HR and how HR can stay on top of what your workforce needs through methods like employee surveys to keep HR aligned with their evolving needs.
Research from Adrimal Group shows that nine out of ten Gen Z employees prioritise job security. They’re looking for an employer who can provide financial security and a sense of community and belonging.
The average Gen Z employee wants to stay in their job for a whopping seven years. Twice the 3.5 year average tenure reported by millennials ten years ago.
This suggests that young people are moving on from the ‘jobs for life’ association rather than seeking ‘an employer for life’ because they want the chance to upskill and experience different roles internally.
Chopping and changing is expensive. Young people prioritise well-being and support. If an organisation can offer clear paths for progression, they’re far more likely to stay with that employer for the long term.
On top of that, the stability of a supportive workplace can make a huge difference, offering not just financial security but also a sense of purpose and belonging. So beyond profits and purpose, why else are Gen Z employees prioritising an employer for life?
Hustle culture re-shuffle
Gen Z are rejecting the ‘hustle culture’ mindset.
They’ve witnessed how the promise of ‘hustle’ falls short. And while job hopping and gig-based work are faster paths to career advancement, many young professionals have seen friends, family members and even themselves overworked. The relentless pressure to always look for the next best thing can be draining, leaving little room for true growth or personal well-being.
Also after witnessing the pandemic and gross economic changes this decade, the promise that hustling guarantees stability no longer holds up.
Gen Z recognises that chasing pay raises or flashy titles from one short-term role to another isn’t sustainable. Instead, they aim to build careers that allow for both professional development and a healthier lifestyle.
They’re also rejecting the notion that a healthy paycheck is more important than happiness, something older generations didn’t do. Rather than placing blind faith in promotions or higher salaries, they’re opting for well-being.
Higher value on skills
Long-term employment allows Gen Z to develop and showcase skills that aren’t always obvious in the first few months on the job. Skills like navigating complex internal processes, building strong cross-departmental relationships, or spearheading innovative projects that require long lead times to come into fruition fully.
Additionally, this generation grew up in a rapidly changing digital and cultural landscape. They are media literate and fluent in social media. However, employers often only recognise the full potential of these skills once they are settled and comfortable.
Over a longer tenure, Gen Z employees have a chance to integrate these talents organically into their roles.
This is a radical cultural shift in many ways. Previous generations equated success with a corner office and a large paycheck. Today, Gen Z professionals still chase paychecks but ask themselves, “What good is career advancement if I’m burned out or unhappy?”
Because Gen Z has evolving needs.
“When you assume, you make an ass out of you and me” was famously said by Oscar Wilde. And the key takeaway here is not to assume you know what an employee wants.
Utilising an HRIS can help you uncover your people's needs and wants. Features and tools like employee surveys and centralised data will uncover top priorities and actionable insights for HR to make improvements.
Employee surveys offer a straightforward way to uncover what your workforce wants. Rather than guessing, an anonymous well-structured survey can highlight emerging trends, pinpoint areas for improvement and reveal the benefits or policies most valued by employees.
Martian Logic’s employee survey module helps HR managers stay in touch with people by capturing honest feedback at scale without the awkwardness of asking face-to-face.
For example, through employee surveys, Starbucks discovered that last minute shift changes caused Gen Z employees to stress while they were juggling university or extra work. In response, they standardised scheduling and refined benefits for those juggling other commitments.
As always, balance data and intuition. In some cases, relying more on one than the other is key to boosting long-term loyalty.
By seeking workplaces that align with their values and personal well-being, Gen Z is helping usher in a new definition of success: one measured less by titles and more by life satisfaction, sustainable growth, and overall fulfilment.
Gen Z’s move toward stability and overall fulfilment rather than a chase for titles is interesting. For HR, don’t rely on what you assume Gen Z wants: ask, adapt, and create workplaces that genuinely support the evolving needs of this new generation.
Martian Logic has helped businesses refine their HR strategies for years by offering simple, scalable solutions that let teams thrive. Our intuitive HRIS not only streamlines recruitment and onboarding but also captures real-time employee feedback—so you can pinpoint what matters most to your workforce. Ready to understand your team’s true needs? Contact us today to see how our HRIS can transform your approach to employee satisfaction, loyalty, and long-term success.