Generation Z is increasingly viewing jobs as short-term ‘situationships,’ a trend revealed by a new survey. This shift in perspective means many young professionals are not seeking long-term career commitments. The first true digital natives, born between 1997 and 2012, are redefining their relationship with employment, prioritizing flexibility and immediate needs over traditional career ladders. This evolving mindset presents both challenges and opportunities for employers and employees alike.
Researchers from Gateway Commercial Finance surveyed over 1,008 employees, with half being Gen Z and the other half managers or hiring professionals. The findings indicate a significant departure from previous generations’ career aspirations. A striking 58 percent of interviewees described their jobs as ‘situationships’ – a low-commitment, short-term arrangement.
This sentiment is further evidenced by the fact that 47 percent of Gen Z respondents plan to leave their job within a year of starting, and nearly half are prepared to quit at any moment. This data highlights a growing desire for fluidity in the workforce.
How do Gen Z professionals perceive the benefits of staying with a single employer in today’s dynamic job market? Only 46 percent believe there are advantages, suggesting a widespread skepticism about long-term loyalty being rewarded.
For many, their current role is viewed primarily as a means to an end, with 37 percent seeing it as nothing more than a paycheck. A mere 25 percent consider their present position a long-term opportunity they are genuinely invested in.
What are the primary reasons Gen Z cites for leaving their positions? The overwhelming factor is the pursuit of higher salaries elsewhere, with 55 percent of respondents pointing to this as a key motivator. This indicates a strong emphasis on financial gain.
Beyond compensation, workplace well-being plays a crucial role. At their current jobs, 34 percent of Gen Z professionals report experiencing poor mental health and burnout. Additionally, 22 percent feel undervalued or unrecognized by their employers.
This lack of perceived loyalty is not going unnoticed by hiring managers. One in four managers views short-term roles, lasting less than a year, on a Gen Z resume as a significant red flag. More than one in three admit to not hiring a Gen Z candidate specifically because of their job-hopping tendencies.
Is a Gen Z job ‘situationship’ worth it for employers? The survey data suggests a need for adaptation. Companies that can offer competitive salaries, clear paths for growth, and a supportive work environment may find ways to retain this demographic.
Previous studies have explored Gen Z’s career priorities, often highlighting a strong focus on financial well-being. A Bank of America study revealed that 72 percent of Gen Z took steps to improve their financial health over the past year, demonstrating a proactive approach to personal finance.
However, only 39 percent reported receiving financial support from their families, a decline from previous years. This underscores their drive for financial independence.
Holly O’Neill, president of consumer, retail, and preferred banking at Bank of America, noted that Gen Z is actively challenging stereotypes. “Even though they’re facing economic barriers and high everyday costs, they are working hard to become financially independent and take control of their money,” she stated, emphasizing their resilience.
Understanding these evolving career expectations is key for both Gen Z individuals navigating their professional journeys and organizations seeking to attract and retain talent in the modern workforce. The concept of a job as a ‘situationship’ reflects a broader societal shift towards flexibility and immediate gratification.
