65% of Gen Zers May Join The Great Resignation This Year — Is this Proof That Company Values Matter?

Gen Z is shaking things up. Sixty-five percent of employees belonging to the youngest working generation plans to stay with their employers for less than a year, compared with 40% of employees overall, according to a survey by Lever. One reason why? They believe in value-driven work — and those values often differ from those of older generations.

This is more than just a theory. The survey also finds that 42% of Gen Zers would prefer to work for an organization that offers them a sense of purpose to one that offers them more money, the same survey finds.

LinkedIn CEO Ryan Roslansky calls this movement the "Great Reshuffle,” noting that job transitions have increased by 54% year over year — with Gen Z spearheading the wave. The generation’s transitions have increased by 80%.

Gen Z wants to govern its own work experience and journey — and, it seems, values are front and center in this journey.

Who are the Gen Zers?

Born between 1995 and 2010 (give or take 1-2 years at either end), Gen Z is set to become the largest generation in the workforce. Already, the number of Gen Zers (or “Zoomers”) has surpassed that of Millennials on the planet.

Even the oldest members of Gen Z are digital natives — they grew up when the internet was a fixture and smartphones were becoming commonplace.

They are thought to be passionate about the larger good of society, socially focused, and committed to diversity, equity, and inclusion. These values are manifested in their work, their buying habits, and their recreational activities — as well as in their online presence. 

It’s about more than well-being: Values, diversity, and opportunities.

The findings of a survey from LEWIS, conducted in support of the global HeForShe movement, are consistent with those of the Lever report: Gen Z focuses on company values. The generation (67% of respondents) believes that company values are more important than the CEO or leader. Moreover, 41% said that would agree to work for a company that is not already gender or racially diverse but only if there was a strong diversity, equity, and inclusion program in place. They also expect HR and senior management to lead DEI efforts.

Of course, they also see innovation and opportunities for advancement as important — but it is clear that Gen Z wants far more from and for their work environments and work styles.

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This article reflects the views of the author and not necessarily those of Fairygodboss.