Gen Z workers, born between the late 1990s and early 2010s, have been found to be more likely to change jobs and careers more frequently than previous generations.
According to a new Forbes survey released in March, 90% of Gen Z workers have considered changing jobs, the highest rate of any age group.
Another survey conducted by Business Insider in November 2023 revealed that Gen Z workers plan to change jobs approximately three times in their professional lives, with almost two-thirds of them intending to leave their current employer within the next two years.
The study, published in the International Journal of Business and Social Science Academic Research in 2023, focused on job change intentions among Malaysian university students.
The authors note that Gen Z’s tendency to change jobs is driven by factors such as a desire for career adaptability, rapid technological advances, and an emphasis on work-life balance. Additionally, Gen Z workers are reportedly more likely to accept lower salaries or demotions in order to pursue their desired career path.
However, it’s important to remember that frequent job hopping can also put Gen Z members at higher risk of burnout.
Constant change in work means adapting to new environments, workflows, and coworkers. This constant adjustment process can be mentally and emotionally taxing and lead to increased stress and burnout.
Changing jobs often comes with a degree of uncertainty regarding job security, benefits, and future career prospects. This uncertainty can foster feelings of insecurity and insecurity and ultimately lead to burnout if not managed effectively.
When Gen Zers take on jobs that don’t align with their values, interests, and long-term goals, they may experience a lack of fulfillment and purpose. This can lead to a gradual loss of motivation and enthusiasm, increasing the likelihood of burnout over time.
While job changes offer opportunities for new experiences and skill development, they can also prevent individuals from fully mastering their role or building deep expertise in a particular area. This lack of mastery can lead to feelings of frustration and inadequacy, which can lead to burnout.
Helping Gen Zers navigate their career paths and reduce the risk of burnout requires a combination of individual strategies and organizational support.
Providing regular feedback and acknowledging contributions will help Gen Zers feel valued and motivated in their roles.
Consistently recognizing employee achievements, acknowledging efforts, and providing constructive feedback creates a sense of belonging and engagement.
Providing ongoing skills development and training opportunities can help Gen Z members feel more confident, engaged at work, and competitive in the job market. This can include workshops, online courses, and certifications that expose them to different aspects of business.
Offering flexible work arrangements, such as remote work options and flextime, can help Gen Z members better manage their work-life balance and reduce stress. This flexibility allows them to tailor their work schedule to fit their responsibilities and needs.
Fostering a culture of well-being and prioritizing mental health in the workplace can help reduce the risk of burnout among Gen Z. This includes providing resources like mindfulness training and stress management workshops, encouraging open communication and destigmatizing discussions about mental health.
Encouraging Gen Z individuals to explore different roles, projects, and career paths within your organization will also help them find fulfillment and purpose in their work. This could include cross-functional projects, job shadowing opportunities, or internal mobility programs that allow them to explore new interests and develop diverse skills.
Providing access to career counseling and mentorship programs can help members of Gen Z clarify their career goals, identify their strengths and interests, and make informed decisions about their professional development. Mentors can offer guidance, support, and perspective based on their own experiences.
In conclusion, Gen Z workers bring valuable dynamism and adaptability to the workplace, but their tendency to change jobs frequently may increase the risk of burnout.
Recognising employee contributions, providing opportunities for skills development, offering flexible working arrangements, promoting wellbeing, encouraging exploration within the organisation and facilitating career counselling and mentorship can help mitigate these risks and support employees’ career growth.
Employers must take proactive steps to create an environment that nurtures the unique needs of Gen Z and fosters a culture that prioritizes professional development and personal well-being.
Let us commit to implementing these strategies and take decisive action to ensure a healthier, more productive future for the next generation of workers.
The writer is CEO and Founder of HESA Healthcare Recruitment Agency and the Industry Advisory Board of the School of Biomedical Engineering, University of Malaya. Comments: letters@thesundaily.com
