Generation Z Works at a Job for an Average of 7 Months

While Generation Y stays in the same job for an average of 1.5 years, Generation X stays in the same job for 2 years; Younger generations' search for development, flexibility and meaning comes to the fore. Commenting on this issue, İdenfit Founder and CEO Onur Bayındır said, "Generations Y and Z prioritize not only having a position, but also elements such as development opportunity, flexibility, meaning and transparency." According to Bayındır, employers can increase the loyalty of Generation Y and Z with learning opportunities, hybrid working models, transparent communication and competitive benefits.

According to the Generation Analysis Report prepared by the cloud-based human resources and workforce management platform İdenfit, while Generation X stays in a job for an average of 2 years, Generation Y stays for 1.5 years, and Generation Z stays for 7 months. The resignation rate of Generation Z is 35 percent. According to the research, the short job tenure of Generation Z shows that this generation is looking for rapid experience and diversity in the workplace. The medium-term stay of Generation Y reflects their commitment to career opportunities. However, this situation can be challenging for companies. So how can employers ensure employee loyalty? What are the secrets of keeping Generation Y and Z at work? 

“Generations Y and Z also prioritize elements such as development opportunities, flexibility and transparency.”

İdenfit Founder and CEO Onur Bayındır shared the following opinions in his evaluation on this subject:

“Our Generation Analysis Report reveals important data in terms of understanding employee loyalty in companies. Our findings show that Generation Flexible and hybrid working models are no longer a side benefit, but a strong expectation. Practices that support work-life balance directly affect employee satisfaction. Taking part in projects that are meaningful and create social impact is also an important source of motivation. Companies' steps in the field of sustainability and social contribution strengthen the commitment of young talents. A technology-oriented working environment, effective use of digital tools and open communication culture are also among the determining factors for Generations Y and Z. Of course, competitive wages and fringe benefits are also critical in reducing employer-related separations. In short, companies that accurately analyze the different expectations of generations and shape their human resources strategies accordingly will increase employee loyalty and create a stronger and more sustainable organizational structure in the long term.”