We often hear that Gen Z is unstable, hard to retain, always seeking comfort and constant recognition.
But what if it’s more complex than that?
What if this generation is actually helping us understand what no longer works in the way we work?
Gen Z: Numbers That Speak Volumes
According to the Deloitte Global Gen Z Survey (2024):
- 2 out of 3 young people are considering leaving their job within 2 years.
- 56% would resign if their job harmed their mental health.
- Meaning and flexibility now matter more than salary.
Gen Z isn’t rejecting the idea of work.
They’re rejecting a psychological contract that no longer holds.
A Shift in Era (Not a Generational Whim)
Gen Z grew up with climate crisis, economic uncertainty, the pandemic, and a rise in burnout.
They’re not asking for the moon. They’re asking for coherence, respect, and meaning.
They dare to voice questions many have learned to keep quiet:
- What’s the point of what I’m doing?
- Why am I exhausted every week?
- Am I seen? Am I heard?
- Why stay if no one values my contribution?
Managers, HR, Leaders: What You Can Do
Want to attract and retain Gen Z (and the generations that follow)?
Don’t promise gadgets or “well-being marketing.”
Quick wins (short term):
- Explain the why behind every task.
- Encourage open, constructive dialogue (for real).
- Provide a clear, balanced, human work environment.
- Recognize both visible and invisible efforts.
Structural shifts (long term):
- Redefine management: less control, more supportive leadership.
- Create a culture of healthy feedback and the right to fail.
- Connect personal impact to collective goals.
- Make mental health a strategic pillar, not a perk.
What This Shift Reveals
Gen Z isn’t an “exceptional” generation.
They’re often simply more aware, quicker to act, and less willing to settle.
They highlight needs many have felt for years:
- Stop burning out for meaningless work.
- Be valued for who you are and what you do — not just for your output.
- Commit, yes. But not at any cost.
Key Takeaway
Gen Z doesn’t want everything, right now.
They want something clear, fair, and aligned with their values.
Instead of judging their mobility, maybe we should listen to what it reveals about our current systems.
Retention will no longer rely on the fear of leaving — but on the value of staying.
Useful Resources
Want to engage your teams differently? Download our free well-being newsletter – Clear Your Mental Space
Get notified when new pack are available for purchase.