Younger workforce is not afraid to leave their jobs, study finds
Thirty-three percent of people said they would leave their job if they lacked support for internal mobility.
Attraction and retention has always been an issue on the minds of employers, especially now when the labor market remains tight. A new survey by Amdocs says that employees are looking for opportunities beyond just their individual careers.
Thirty-three percent of people said they would leave their job if they lacked support for internal mobility – the ability to take on a completely new challenge or team and be supported in doing so. However, less than half (45%) said their workplace supports it.
Growth and talent mobility are a priority for 85% of respondents. While one-third of people would leave their job if they lacked support for internal mobility, less than half (45%) say their workplace supports it. However, 46% of respondents have already left a company despite liking the compensation, benefits and culture due to lack of growth in their role, mobility to other roles, or reskilling/upskilling opportunities. Additionally, 57% said that a lack of growth opportunities would cause them to leave their current role.
Compared to the national average, Gen Z and younger Millennials (ages 25-34) show the greatest likelihood of leaving a job if they lack areas like hybrid work, reskilling, the ability to change roles within a company, and more.
This group also reports the highest instance (53%) of a job not meeting expectations with three to six months of starting the role.
Not only that but those between 25-34 are the most likely (54%) to leave a job if their demands aren’t met in areas like hybrid work, reskilling, work/life balance. Additionally, nearly half (47%) report instances of a job not meeting expectations within 3-6 months of starting the role.
While over half of employees believe bias exists when it comes to who has the opportunity for talent mobility within their current company, there’s a significant discrepancy between demographics. Only 41% of older employees (ages 45-54) say there is bias when it comes to career opportunities at their company, but more than half (59%) of younger workers between 25-34 believe there is bias within their current company.
Related: An employer’s guide to hiring in today’s shifting labor market
The pandemic saw many companies claiming to offer in-depth reskilling, upskilling and training and development programs for employees. However, more than a third (38%) of respondents claim their companies don’t prioritize it, with an additional 17% stating reskilling has decreased over the past year.