Gen Z are Quitting Their Jobs. What Should Employers Do?

Several midnights ago, I was doomscrolling on X, looking for something to spark a little dopamine (unhealthy, I know). As my thumb scrolled through the timeline, an article by CNA caught my eye: “Stay or quit?” read part of the title. Just like that, I was hooked.

The article talked about a survey by CNA on Gen Z workers across six Asian countries: Singapore, Malaysia, Indonesia, Thailand, the Philippines, and China. One finding stood out: Singapore’s Gen Z workers are the quickest to quit their jobs, staying an average of just 2.9 years. In contrast, Gen Z in China stay the longest, with an average of 4.6 years. While 74% of China’s Gen Z workers are willing to stay in a role for 5 years or more, only 14% of Singaporean respondents said the same.

Why, you may ask? Two things: better pay and career growth.

In today’s volatile job market, shaped by economic instability, post-pandemic restructuring, and fierce competition, salary increases often only come with promotions, which aren't always guaranteed. Job security isn’t what it used to be, and talent supply is exceeding the demand. Hence, many Gen Z choose to switch jobs more frequently for better salary and career growth. As David Blasco of Randstad Singapore put it, “Gen Z’s tendency to job-hop is better understood as a rational response to a more volatile market, not simply a lack of commitment.”

What about Indonesia?

Curious, I started talking to friends and coworkers about their experiences. According to the same survey, Indonesia’s Gen Z workers stay in a job for an average of 3.5 years, the same as in Thailand and the Philippines. It’s longer than in Singapore, but still relatively short.

I recall that some of my colleagues have been here for more than three years. Yet, those who have stayed for more than 5 years are countable on one hand. When I spoke to my friends from college and high school, most of them told me they only want to work in the same job for one to two years, three at most.

A friend of mine who works in an NGO told me that she plans to resign later this year after working for just 1.5 years. “I feel that I’ve gained enough experience here,” she said. “Now I want to return to academic research.”

This job-hopping phenomenon may sound like a recent trend, but it’s not. A 2022 LinkedIn study showed that the trend has existed since the '90s, with Millennials and Gen X doing it too. But what’s different now is that Gen Z is switching jobs more frequently than ever before.

Should I Stay or Should I Go?

Luckily, the CNA article offered insights on why Gen Z employees quit and what keeps them around. A Money Mind survey cited in the piece showed that the top three reasons Indonesia’s Gen Z quit are lack of career advancement (59%), unhappiness with superior or colleague, and work-related stress (38%). On the flip side, high wages (68%), work-life balance (61%), and professional developmental opportunities (48%) are the top 3 reasons we are staying.

Another friend, working at a creative agency for two years, supported the stats. “The work environment is draining. There are no growth opportunities, and a raise isn’t on the horizon,” they told me. “If I can’t study overseas, I at least want a job that offers better pay, a healthier culture, and room to grow.”

These insights are also consistent with expert views. Puneet Swani of Aon noted that flexible work arrangements, learning opportunities and quality of management matter more to Gen Z workers. Blasco added that Gen Z see each job as a stepping stone, not a long-term destination.

As a Gen Z worker myself, I found this to be true. I don’t come from a formal PR background, so I rely heavily on learning opportunities to keep my skills and knowledge sharp and relevant. If I can’t grow in a role, I’ll look elsewhere. I also value hybrid or remote work arrangements, because it would mean less time in traffic and more time for things that matter: doctor’s appointments, quality time, or even just tidying up my room. Flexibility doesn't hurt productivity; it supports life beyond work.

As for the quality of management? Well, that goes without saying.

What Can Employers Do?

If you want to keep your young talents, you need to address the reasons they’re leaving. Start by asking yourself: “Have I been paying them well, helping them grow, and creating an environment where they feel respected, included, and alive?”.

To be alive means having time and energy to not only work, but also to rest, care for oneself, spend time with loved ones, do hobbies, learn new things, and pursue personal goals. For companies like GoTo, this means offering on-site gyms, libraries, or access to mental health services. For others, it may mean flexible work arrangements, better feedback systems, clearer career pathways, or simply treating people like people.

Better yet, ask the question to your employees. Their answers will tell you more than any survey could.

Because now, in a world shaped by economic uncertainty, climate anxiety, and rising living costs, Gen Z no longer crave for luxuries. We’re craving something much simpler: security, balance, and purpose.

If you can address these needs and collaborate sincerely with your talent, the result will be mutually rewarding: Gen Z workers get the fulfilling life they deserve, and companies gain skilled, loyal team members who are invested in growing with you.

Let me close with a quote from the article that captures this shift in mindset perfectly:

“You have to be loyal to yourself ... what you deserve and how you want to improve. If the company’s not serving you, it’s okay to leave.”