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Bleak future?
Gen Z employees are becoming restless at work, viewing their jobs as “situationships” rather than a long-term occupation. Nearly 60% of Gen Z staff see their jobs as a short-term commitment, with 47% looking to resign after just a year, while 50% say they’re ready to leave at any moment.
This development is worrying, especially since Gen Z is the future of business leadership. In a few years, they will be the executives who will run corporations and make high-value decisions that could shift economies.
The younger generation has different preferences when it comes to work. Experts claim that the era of a 30-year tenure in a company is long gone. Gen Z prioritizes work-home balance, autonomy, and identity over company loyalty. The average job tenure of Gen Z is only 1.8 years, and many resign even before the usual 18-month performance assessment period.
The perils of job hopping
Job hopping, or frequently changing jobs within a short period, has negative effects on a worker’s skill set. Apart from concerns about loyalty, job hoppers often have an underdeveloped skill set, making them high-risk applicants for businesses.
Some experts claim that the first two years on the job are mostly devoted to learning new skills and practices. The next years are for adding more value and driving innovation. Job hoppers, who usually stay for less than a year, neither learn nor have a chance to take the business to the next level.
Job hopping is acceptable only if done once or twice, especially early in a professional’s career. For some, it takes a few job stints before they realize what they truly want to be. But if it becomes a cycle, the worker becomes unemployable or experiences little growth in their skill set and salary.
Offshore guidance
The younger generation must learn the value of commitment at work, and businesses can help them in this quest. This is not to say firms must bend over backwards or convince them to stay for years. Rather, they must guide them through the ropes and help them realize on their own the importance of developing deep expertise by staying at a company for a couple of years.
People tend to resign from their positions, usually because of burnout and an unfulfilling work environment. Swamped with mountains of administrative workloads, some employees question whether this is the work they really signed up for. This is especially true with younger workers who are filled with zest and idealism, only to spend a chunk of their workdays buried in administrative tasks.
One of the most effective ways to solve this problem is to assign these tasks to a third-party firm. This way, staff can have more time to accomplish core responsibilities and find more fulfillment every working day. They become more productive at work, expand their skill sets, and prepare to become future business leaders.
The question for your business
How do you manage young employees?
