
Gen Z employees seek long term roles and stable careers – How can employers secure their services?
Published Jan 22, 2025
Recent research for Admiral has found that Generation Z employees tend to seek out long-term tenure and stability in their careers.
Generation Z (the demographic who were born between 1996 and 2010) were found to rank financial security and stability with a single employer as key factors in job selection.
Gen Z will remain in a role for an average of seven years whereas earlier generations spend an average of 3.5 years in posts
The drivers for preferring long-term employers is a need for stability against a backdrop of economic and political uncertainty. The research found that 50% of this cohort sought roles with a work-life balance. Whereas Baby Boomers (those born between 1946 to 1964) were far less impacted by external events when choosing a job and did not prioritise more stable careers.
The research found that Gen Z focused on employers that provided flexibility and opportunities to upskills. For Baby Boomers they placed the most value on loyal employers that act with integrity.
Gen Z employees want to be valued and have access to opportunities within one company. They want to stay with an organisation, have opportunities to upskill and experience different roles. They seek employers that will support their interests outside of work and provide financial security.
In contrast Millennials (those born between 1980 and 1995) are more likely to prioritise work-life balance over career advancement. The research also showed this cohort have a slightly higher tendency than Gen Z to favour mental health support over professional development.
Implications for employers
The research provides key pointers for employers to consider when engaging with the Generation Z workforce.
Generation Z are seeking financial stability plus opportunities for learning, growth and development.
Therefore, to retain employees in the Gen Z cohort employers should consider the following:
Offer upskilling opportunities, access to training and development assignments
Define career progression routes and build skills matrices to plan development
Offer internal mobility to experience different roles within the organisation
Offer a work-life balance
Ensure pay are rewards are in line with individual progression
Build a support workplace where employees can feel they belong and have a purpose