Are Gen Z really quiet quitting?

1 - Are Generation Z really quiet quitting?
2 - What are Generation Z looking for in a job?
3 - Why focus on Generation Z?
4 - Are younger rather than older people quiet quitting?

In short - no. But only because they are more likely to be actually quitting to do another job!

Quiet quitting is when someone consciously does the minimum. But what makes them disengage in the first place?

Factors such as job satisfaction, work environment, T&Cs, and company culture are important in retaining employees of any generation. It's important for companies to create a positive and supportive work culture, offer opportunities for professional growth and development, and provide a healthy work-life balance.

According to Cosmopolitan February 2023 one such reason is "RUST-OUT"; a relatively new but growing phrase meaning “losing interest through having a boring job or limited opportunity for achievement”.

They refer to PricewaterhouseCoopers’ 2022 Workforce Hopes and Fears survey, which involved 52,195 workers across 44 countries.

Gen Z and millennial workers were revealed as the age groups most likely to switch employers or leave the workforce over the next 12 months, with wanting a fulfilling job (68%) being a key reason. Cosmopolitan’s own survey also showed that 43% of readers were considering quitting their current job.

What are Generation Z looking for in a job?

Work-life balance: Forbes explains that Gen Z advocates a more balanced work/life experience to help them escape the burnout that has inflicted older generations, with 38% counting work/life balance as a priority when choosing an employer. Flexibility also enables Gen Zs to undertake a "side hustle".

Career growth and development: They want to work in an environment that supports learning and growth, and offers opportunities for promotion and career advancement.

Inclusive and diverse workplace: Generation Z values a workplace that is inclusive and diverse and are looking for employers that prioritise equity and social justice.

Meaningful work: They seek work that has a positive impact on society, and are drawn to companies that prioritise social and environmental responsibility.

Company culture: Generation Z places a high value on a positive and supportive work culture, including open communication, transparency, and collaboration.

Technology and innovation: Having grown up with technology, Generation Z is often drawn to companies that use innovative technology and digital tools to support their work.

Why focus on Generation Z?

Generation Z accounts for 20% of the UK population and will be the largest section of the UK population by 2029. At the older end of the generation, 18 - 24-year-olds are in work or becoming workers.

According to Deloitte; as Gen Zs are about to step onto the world stage, the impact of their entry will be swift and profound, its effects rippling through the workplace, retail consumption, technology, politics, and culture. Radically different than Millennials, this generation has an entirely unique perspective on careers and how to define success in life and in the workforce.

So are younger rather than older people quiet quitting?

To gain some more insight into this, our Talent Intelligence Unit surveyed 8,500 candidates between July and December 2022 and asked: "If offered two jobs, which one would you choose?"

75% of candidates said they’d take the offer with 'significantly more work/life balance’' though statistically our survey showed minimal differences in this viewpoint across the different generations. We have to look to other research to see that:

Generation Z and Millennials may prioritise work-life balance, career growth, and meaningful work, and may be more likely to leave a job if they don't feel their employer is meeting these expectations. According to Employment 4 Students, they crave variety and flexibility and like a ‘side-hustle’. 72% prioritise flexible working when job seeking.

Gen Y "millennials" (who will make up 75% of the global workforce by 2025) are known as job shoppers and hoppers. A Harvard Business Review survey found most have promotion and growth opportunities as top of their shopping list. Flexible working arrangements was also right up there.

Of them all, Generation X has the strongest preference for more pay in our survey results, a well-researched characteristic of this generation. Baby Boomers and Gen Xers typically prioritise job security and financial stability, and may be less likely to engage in quiet quitting due to a stronger sense of loyalty to their employer.

So there isn't a clear answer to whether younger or older people are more likely to engage in quiet quitting, as this behaviour can be influenced by a variety of factors such as personal circumstances, work environment, and job satisfaction.