According to a LinkedIn study, Generation Z is three times more likely to change jobs.
Unlike their parents, new generations do not seek to remain in a company for 20 or 30 years. A study conducted by the LinkedIn platform showed that 20% of generation Z has had, on average, four or more jobs in the time they have been in the workforce. In comparison, Baby Boomers have, on average, two different positions in the last ten years.
Whether changing industry or career, 80% of professionals under 24 years of age confess that they are interested in making a job change, either to a different sector (50%) or a completely new area (60%).
This type of labor volatility is a reflection of a mentality shift manifested by the children, or grandchildren, of Baby Boomers, who seek a job that aligns with their ideas, beyond the financial security that their actual work can offer.
Although benefits and higher wages are still two of the most important characteristics when looking for better opportunities, both millennials and Gen Z children, under 24, seek for better personal relationships, growth opportunities, company values, work culture and enjoyment, factors that significantly influence the time to opt for a change.
The study also found that 68% admitted they fear missing out better job offers. Even though, fear to risk looking for such opportunities explains why workers regret not trying harder to achieve their dream job. Half of the new generations stay in their work precisely if they enjoy what they do and if it is something they love.
Another study, conducted by Robert Half, showed similar results. It estimates that 64% of professionals see as positive changing jobs every so often. Within this percentage, 75% of professionals between 18 and 34 answered that it is something that will help them grow in their career. In contrast, 59% of those interviewed between 35 and 54 years old, and 51% corresponding to the group of 55 and over, consider changing jobs as something positive.
However, not everyone agrees that labor volatility is the best, especially for companies. According to Half's study, 45% of the CFOs interviewed commented that they probably do not hire these candidates to avoid problems that could lead to the high turnover of their staff.
It is fundamental to consider that the new generations are modifying the labor market by not being afraid to change their career and venturing to look for new opportunities that will bring them closer to doing what they like. On the other hand, it is up to the companies to provide offers and attractive positions that motivate the employee to stay.