83% of Generation Z workers are job hoppers (2023 Report)

Generation Z, born between the mid-1990s and early 2010s, is stepping onto the professional stage with a distinct perspective shaped by shifting economic landscapes and redefined societal norms. 

Between August 9–10, 2023 ResumeLab surveyed over 1,100 U.S.-based workers belonging to Generation Z to examine their work expectations, demands, and habits. As a result, we found that 97% of Gen Z admit that work is part of their identity.

But there’s more. Why are they called the job-hopping generation? What are their workplace must-haves? Is money more valuable than well-being in the Gen Z world? 

Join us as we peel back the layers of this generation’s motivations, gaining insights beyond stereotypes.

Gen Z – job hoppers? 

Generation Z has ignited a paradigm shift in the traditional concept of job stability, embracing a dynamic approach to their careers that often involves frequent job changes. Unlike their predecessors, they view job hopping not as a sign of instability but as a strategic means to diversify their skill sets, pursue new challenges, and seek environments that align with their values and ambitions.

That’s why 83% of Gen Z workers consider themselves job hoppers.

Demographic differences reveal some more interesting facts. 77% of those with no degree consider themselves job-hoppers, compared to 92% of master’s degree holders. 

According to ResumeLab’s study, in practice, this means that:

• 4% of Gen Z respondents plan to stay with their current employer for less than a year.
• 19% say they’ll stay for no more than one year.
• 43% will plant roots for two years.
• 22% declare they’re willing for a three-year commitment.
• 13% intend to stay four years or more with their current employer.

Contrary to initial impressions, Generation Z’s commitment to their current employers showcases a more balanced perspective. 78% of Gen Zers declare a two- to five-year commitment. This data paints a more nuanced picture of Generation Z’s career approach, indicating a reasonable inclination towards stability and growth within their roles.

So, let’s now answer how many jobs Generation Z employees have had in their relatively short careers.

33% of Gen Zers have only had one job, while 34% already had two. 23% proved themselves in three different workplaces, while 9% of respondents have had four jobs. Just 1% of workers have had five or more jobs. 

• 18% of those without a college degree and 16% of master’s degree holders had “only” one job, compared to 41% of those with a bachelor’s degree.
• 39% of women had only one job compared to 27% of men.
• 41% of respondents working in companies with 501+ employees, and 45% of those employed in firms with 201–500 workers had one job compared to 19% and 18% of people employed in smaller companies (1–10 employees and 11–50 employees, respectively). 

At this point, Generation Z looks better than they’re portrayed.

Dollars and departures: Gen Z’s take on money and quitting

It’s not money that motivates Generation Z to work. The list of the driving forces behind their work includes personal development (35%), ambition and desire to prove themselves (28%), family responsibilities (28%), money (25%), desire to make a difference (25%), having a sense of purpose (25%), and passion (24%).

Here, it’s obvious that Generation Z prioritizes personal development while balancing ambition, family commitments, and purpose-driven work. 

Money is fourth in the ranking, and it isn’t everything. Just look at some aspects of life and work that Gen Z considers more important than high salary.

• Healthy work-life balance 73% vs. high salary 27%
• Satisfying job duties 72% vs. high salary 28% 
• A good relationship with coworkers 72% vs. high salary 28%
• A meaningful job 70% vs. high salary 30% 
• Career development 70% vs. high salary 30%

But we all need money to make ends meet. So cash isn’t totally irrelevant. 

For 70%, a competitive salary is important or very important in a decision to stay with a current employer.

And an unsatisfactory paycheck can be a reason to quit and look for another employer. But not the only one and not the most important. Among the top reasons for leaving, Gen Z workers mention:

• Working too much overtime – 41%
• Clash of values – 35%
• Feeling unhappy because of their job – 33%
• Low salary – 32%
• Bad manager/boss – 26%
• No work-life balance – 24%

Generation Z’s focus definitely extends beyond monetary gains to encompass well-being, values, and a positive work environment. 

But there are more reasons for quitting.

• 72% would quit their job if the working environment was toxic.
• 72% would quit their job if it lacked development opportunities.
• 71% would quit their job if it made them unhappy.
• 70% would quit their job if it hurt their work-life balance.
• 65% would quit their jobs if they didn’t get along with colleagues.

Additionally, 75% of Generation Z workers would quit their jobs without having another one waiting for them.

Meanwhile, 74% of Gen Z workers would consider a career as a freelancer if they can’t find suitable employment.

Those people have an unwavering determination to prioritize a healthy, growth-oriented, fulfilling work experience. 

A new era of workplace demands

In the fast-evolving landscape of modern work culture, the arrival of Generation Z has ushered in a wave of fresh perspectives, demands, and expectations. On their must-have list, we find:

• Flexible work schedules – 35%
• Healthcare packages – 31%
• Regular pay raises – 29%
• Regular development opportunities, e.g., training, courses – 29%
• Understanding of personal needs, i.e., having a life outside of work – 28%
• Remote work opportunities – 27%
• Mental health days off – 25%

These are the top choices. Research participants could choose up to three expectations.

Expectations and demands are also placed on management. Here, traits of a perfect boss cover good decision-making abilities, focus on employee development and growth, and the ability to inspire and motivate.

All of these align with Generation Z’s long-term career goals, considering a blend of personal fulfillment, financial stability, innovation, societal impact, and continuous learning.

The top three Gen Z work-related goals cover having a good work-life balance, starting their own business, and achieving success and recognition.

Employers should be prepared that Generation Z workers are not just passive consumers of workplace dynamics but active contributors to a transformative journey.

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