Their generational title started popping up a whole lot more in junction with recent “touchy” trends: The Great Resignation, Quiet Quitting and Remote Work. But, it’s unfair of us to think of those things synonymously with this generation. So we went to work on flipping the script.

We read pretty much every single thing there is to read about Gen Z – every stat, every article, every stance.

They’re tricky, we’ll admit it. But we… kinda love them.

There, we said it. And we’re not sorry.

They’re purpose driven. They’re intentional. They’re changing the world.

And by 2025, they’re expected to make up 27% of the workforce. So, organizations are either gonna get on board, or the future is going to be… bumpy (this is our less-pessimistic way of saying ‘bleak’).

They’re kind of subtle, yet louder Millennials – and somehow, it’s working for them.

Out of everything we’ve read, we’ve narrowed it down to our top 5 things:

Starting with the age old chicken and egg debate: whose job is loyalty?

(1) The chicken: Loyalty matters to them. And we can’t blame them. They saw friends, peers and siblings impacted by the pandemic. But, it’s why they’re being more intentional about which employers they’re selecting and trends show they’re more likely to stay with companies longer than the last few generations.

So focus on your values and your growth opportunities.

(2) The egg: They’re not afraid of job-hopping. They know what they want, and they aren’t afraid to find it elsewhere. They’re seeking flexibility (not the same as remote work!), work-life balance and career progression. So while they are projected to stay at organizations longer, they aren’t afraid to leave if they aren’t building the future they want.

Supporting stat: For 34% of surveyed Gen Zs, limited career progression opportunities are a reason to quit their job.

(3) We’ve grossly overemphasized their ‘obsession with remote working.’ Just because they’re tech-savvy (and newer generations are always seen as ‘lazier’), doesn’t mean that we have them figured out.

• Supporting stat: 58% of Gen Z workers are planning to leave their remote job in the next year, and most of them said they wanted hybrid or in-person positions.

(4) It’s not all about the money, honey. Money matters, and they expect to be paid adequately. But growth matters more.

• Supporting stat: 40% of Gen Zers are willing to accept a pay cut of up to 5% of their salary for a role that offers better career growth — compared with 26% of overall workers.

And lastly…

(5) They’re clear on their expectations. And they’re not really willing to budge. They want transparency. They want their company to walk the talk. Whatever’s on your wall, you should be living that out day-in and day-out.

• Supporting stat: 80% are seeking roles in alignment with their values

In short… they’re less afraid of the things that kept us in place. They’re not afraid to leave because they want, deserve or expected better. Gone are the days of ‘staying at a company because I don’t want to be a job hopper’ and fear of the jumping-resume. Goodbye, we never liked you much anyway.

Why should you care?

To put it bluntly… you can’t afford not to: 

• By 2025, one in 5 baby boomers will retire. And Gen Z will make up 27% of the workforce.
• 20% of Gen Z workers found their job through a friend. How you treat your newest talent, where they see themselves in your company, and whether you walk the talk will have ripple effects on your ability to attract new talent.

So you’re either working on your strategies now, or… you’re already behind.