Creating the conditions for career ownership

If employees can’t see a future for themselves within the business, they’ll vote with their feet.

Creating the conditions for career ownership

Employee mindsets have shifted, and work is no longer the main priority for many. Flexibility and work-life balance have taken precedence, and 32% of employees who said they don’t always bring their full potential to work cite other priorities outside of work that require their energy and attention as the main driver behind this mental shift. Plus, 30% of all employees cite a fear of an increased workload impacting their work-life balance as a key reason for not wanting to advance their career.

of Gen Zers feel trapped in their current role

The data shows that priorities have changed across all generations. However, the research also tells us that Gen Z employees are the most likely to feel trapped in their current role – with just 16% saying they don’t. They’re also the least happy with where they are in their career (19%), and the least knowledgeable on how to pursue career advancement (27%).

74% of Millennial and Gen Z employees are likely to quit within the next year due to a lack of skills development opportunities - Workplace Intelligence, 2022

Unsurprisingly, these findings suggest younger employees are lacking the experience and insight needed to successfully navigate their careers, with 37% saying they need greater clarity on how to progress. Businesses will have to reflect on whether they're doing enough to promote clear development pathways to young talent, and helping them hone skills needed for a lifetime of proactive career management. After all, if employees can’t see a future for themselves within the business, they’ll vote with their feet.

A global survey found that 74% of Gen Z employees and 78% of Millennials would switch jobs for a better work-life balance, compared to 66% of Gen X workers and 50% of Baby Boomers.