Gen Z is entering the workforce with ambition and a laser focus on their long-term career goals. They are motivated by career growth and wanting to soar in their career. Yet, despite their sights being set on the long-term, there remains a paradox in many of Gen Z’s early careers: they are changing jobs faster than any previous generation. Globally, the average tenure for Gen Z in the first five years of their career stands at just 1.1 years, compared to 1.8 years for Millennials.
However, their high mobility is not a sign of disloyalty, but rather a reflection of their desire for career progression, with many Gen Z employees citing a lack of clear progression opportunities and professional development as a key motivator for frequent career change.
For businesses, this presents both a challenge to reckon with and a major opportunity. To retain Gen Z talent, many of whom hold untapped AI and technological skills, organisations must strategically shift their approach to highlight longer-term career development, providing equitable learning opportunities and set the stage through open communication for Gen Z employees to ask candid questions about their opportunities. This holds the key to transform this demographic’s ambition into long-term loyalty.
understanding the ambition-confidence paradox
While Gen Z is highly focused on their future, many are navigating a difficult job market, and a decrease in entry level roles, which has subsequently created a striking sense of self-doubt.
- Around two-fifths (41%) of Gen Z talent globally say they don't have the confidence to find another job—the largest share among all generations surveyed.
- Almost half report being rejected for roles due to a lack of skills.
- Around two in five do not feel they can achieve their dream role due to their education or lack thereof.
This lack of confidence coexists with their high mobility and therefore, for an employer, the takeaway is clear. Gen Z is eager to grow but needs evidence of support that is accessible, inclusive, and aligned with their ambitions to not just retain them, but get them to where they want to be.
your chance in building a blueprint for loyalty
To retain Gen Z talent, organisations must address this paradox by offering a tangible sense of forward momentum. Career progression is one of their top three factors for long-term retention. You can harness their ambition by:
1. redefining entry-level and progression pathways
Artificial Intelligence (AI) and digital automation are transforming traditional junior roles. Job postings for entry-level roles (0-2 years' experience) have dropped by 29 percentage points globally since January 2024. Instead of relying on traditional "ramp-up roles," you need to:
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rethink entry-level tasks:
Redefine junior roles away from simple tasks toward developing skills like critical thinking and creativity.
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create clear pathways:
Provide career pathways that clearly mark progression and offer regular, tangible rewards (pay rises, perks) to show the organisation is a place where they can develop. This visibility is essential, as their desire to move on is driven by a perceived lack of career progression.
2. modernising learning with AI
Gen Z is tech-fluent and enthusiastic about AI, with 58% globally excited about its potential in the workplace. However, there is a clear equity gap in training, particularly across gender and work type.
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offer digital-first training:
Provide practical, tech-enabled, digital-first skilling opportunities that resonate with how this generation learns. AI tools are already a popular form of learning for 75% of Gen Z.
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connect skills to success:
Only 12% of Gen Z list employability-related skills training as a top retention priority, highlighting an opportunity to clarify the link between upskilling and long-term success.
By making development visible, actionable, and continuous, you can align with Gen Z's long-term goals and inspire confidence that your organisation is the best place to achieve them. This strategic shift will be fundamental to building the strong leadership pipelines needed for the future and harness the potential and power of Gen Z employees.
