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Recent studies suggest that Gen Z are now more likely to stick out a job and prioritise security, rather than job hop in the pursuit of fresh experiences and new skills. What’s causing this shift?
Every month, researchers coin a new term to describe career trends among young people.
Whether it’s ‘job hopping,’ ‘micro retirement,’ ‘quiet quitting,’ or anything in between, you can bet that Gen Z behaviours will continue to be analysed by marketers in order to better understand and predict them.
The latest phrase to hit the zeitgeist is ‘job hugging’, a phenomenon whereby young people stick with a role they already have in order to avoid a turbulent market and looming economic uncertainty. Despite Gen Z’s tendency to job hop, it seems that circumstances in some areas of the world are pushing more of us to commit long-term to the jobs we already have.
What’s causing this change in behaviour? Should employers be worried? The answer, as always, is nuanced.
As Gen Z continues to age into the workforce, they’re being hit with growing responsibilities and financial commitments, such as mortgages, rent, bills, savings, and more. As these different pressures mount up it can become much harder to switch jobs, and changing roles can suddenly seem like a far more daunting and risky endeavour. The current cost of living situation and a particularly tight job market is also making it far less appealing to swap or take the leap.
There are also benefits to ‘job hugging’ that extend beyond simple security.
Staying with an employer for an extended period can help to deepen skillsets, build networks, establish your reputation, and ultimately solidify your position in a more substantial way than quickly moving between companies. You may pick up more surface experiences by shifting across a job sector, but you’re less likely to establish permanent connections with other professionals within your field.
Gen Z are also entering the job market in a post-pandemic world where hybrid work is the expected standard, rather than an exception. Flexible hours, locations and timetables mean that it’s more likely young people will find a job they can mould their life alongside than decades prior. There is less urgency to seek a role that fits our needs exactly. More Gen Zers are able to rework and rethink their schedules in co-ordination with an employer. Fluidity in this way will keep them around for longer.
Mental health conditions and burnout are also contributing to a growing shift away from job hopping. As most of us likely know, starting a new role can be an exhausting experience, with new people to meet and fresh routines to learn. It’s usually a daunting endeavour that is rarely enjoyed by anyone. Being the ‘new guy’ is always a bit jarring, and any opportunity to avoid it will no doubt be attractive.
By staying in a singular role, it can be easier to establish a work life balance, understand what works for you, and ultimately cultivate a system that best boosts your own mental wellbeing. Constantly job searching and presenting your best self is a draining experience, and can leave us feeling worse off.
So, what should employers think of all this? If companies want to retain their Gen Z staff and avoid a constant rotating door of interns, they should consider offering additional benefits beyond pension schemes, as well as provide the potential for upward mobility if they stick around.
Remember that ‘job hugging’ is not a trend based on any type of brand loyalty. Young people remain pragmatic and self-focused, and will only stay in a position for an extended period if it’s attractive to do so. With such a volatile job market, now is an ideal opportunity for employers to show they care about inhouse skillsets and value their long-term employees.
What you give is what you get, and this goes both ways.
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