Navigating Stay or Depart: Some Gen Z Workers in Singapore Following Unique Career Paths
In a recent survey by our Money Mind programme, it was revealed that Gen Z workers in Singapore have the shortest mean optimum period for staying in a job, at 2.9 years. This figure is significantly lower compared to their counterparts in other Asian countries, such as China (4.6 years), Indonesia, Thailand, the Philippines, and Malaysia (3.5 to 3.7 years).
The short tenure can be attributed to several interrelated factors. Firstly, Singaporean Gen Z workers have notably higher levels of tertiary education, leading to heightened expectations for meaningful work and career progression. Their qualifications give them confidence to seek jobs that match their skills and aspirations, reducing their tolerance for stagnation or poor fit.
Secondly, as digital natives, Gen Z workers in Singapore expect seamless digital experiences in recruitment, onboarding, and daily work. They favor rapid hiring processes and swift career developments. If employers do not meet these expectations quickly, their impatience can translate into shorter job tenures.
Thirdly, Gen Z workers in Singapore prioritize flexibility, work-life balance, sustainability, and jobs that align with personal values over salary alone. Singapore’s competitive yet structured corporate culture may sometimes clash with these desires, prompting quicker moves to alternative employers better matching these criteria.
Fourthly, Singapore is a regional hub with abundant opportunities locally and in neighboring countries offering remote or hybrid roles. The ready availability of alternatives makes it easier for Gen Z workers to change jobs frequently to optimize their work conditions or career path.
Lastly, the rapid pace of technological change in Singapore’s advanced economy means skills requirements evolve quickly. Gen Z workers may leave roles that do not offer adequate training or growth, seeking employers who invest in upskilling and development.
Ms Kumar, a 27-year-old former university administrative executive who left her job early last year, shared similar perspectives. She prefers to be known by her surname only and found her mother's sentiment regarding loyalty to be "quite ridiculous". Ms Kumar believes that one should be loyal to oneself and prioritize personal growth and desires. If a company is not serving her needs, she believes it is acceptable to leave.
However, it's important to note that the survey did not discuss Ms. Kumar's views on loyalty in relation to Gen Z workers in Singapore as a whole. The survey also did not provide information about the nature of the dissatisfaction of Gen Z workers with their jobs or the specific industry or institutions where they were employed.
Employers who cannot meet the expectations of Gen Z workers for meaningful, flexible, and growth-oriented work risk higher turnover in this cohort compared to other Asian countries with different economic structures or labor market dynamics. Understanding and adapting to these trends can help businesses retain top talent and thrive in the competitive Singaporean job market.
- Gen Z workers in Singapore, driven by their higher levels of education, personal growth aspirations, and expectations for career progression, are more likely to seek jobs that match their skills and aspirations, potentially leading to a higher rate of job hopping.
- As businesses in Singapore contend with the difficulties of retaining top talent from Gen Z, offering meaningful, flexible, and growth-oriented work that aligns with their career development and personal growth goals can help employers maintain lower turnover rates compared to other Asian countries.
