Human capital experts said Gen Z workers’ priorities differ from those of older workers.
Flexible work arrangements, learning opportunities and quality of management matter more to Gen Z workers, while older workers focus on pay and benefits, job security and job location, according to Aon’s head of talent solutions for Asia-Pacific Puneet Swani.
Mr Blasco said professional and career progression are especially important to Gen Z. “They expect clear growth and development opportunities, seeing each job as a stepping stone rather than a long-term destination.”
Job-hopping also presents an opportunity to negotiate for a higher salary, which was a consistent outcome for the Gen Z workers CNA spoke with.
The account manager said the salary hikes from each job switch outpaced what she would have got from yearly increments if she had stayed put.
Mr Heng, who also got a salary increment each time, recalled a senior’s advice that “the hiring budget at most companies is always higher than the retaining budget”, which he said shaped his thinking.
Mr Swani stressed however that workers should consider job changes for the sake of learning and exposure rather than a salary boost to perform the same role.
“Is it merely a 5 to 10 per cent salary increase, or is it the pursuit of new skills and competencies by transitioning to a different organisation?
“Research indicates that employees who remain with one company tend to perform well, prompting the organisation to invest in their development, fast-track their career progression, and enhance their skills,” he argued.
But organisations must in turn invest in their employees and support skills acquisition, or workers are likely to look elsewhere, he said.
