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    • Sep 11
    • 7 min read

Ethics and Loyalty: How Gen Z’s Workplace Commitment is Shaped by Values



Welcome back to The Gen Z Guide for Employers! In this series, we will challenge some of the prevailing Gen Z workforce myths.  Our ultimate goal is to debunk these myths and create a level of understanding between Gen Z and the generations that came before us to make workplaces:


  • More efficient

  • More inclusive

  • Better places to work


Each newsletter will be written from the perspective of an employer or a member of the Gen Z workforce. In this edition, Tameika Moore, who is one of our Marketing and Community managers, returns to tackle a new myth that surrounds Gen Z employees: that we are not loyal to our workplaces!


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I am back once more to foray into a new myth that seems to follow us Gen Z workers often– that we are a flighty generation, with no loyalty to our workplaces. I will discuss whether Gen Z’s perceived lack of workplace loyalty is true, what strengthens our loyalty, and how employers can build stronger connections with their employees. Today,  I am going to do this through the lens of ethical values and standards that businesses can uphold to strengthen loyalty for their junior employees. 


Sticking to the facts


Right, let’s set the record straight immediately: the idea that Gen Z workers are disloyal is complete nonsense.  In fact, research shows that 53% of Gen Z employees plan to stay in their current job for anywhere from one to five years. This is in contrast to just 25% of Millennials, 16% of Gen X, and 22% of Baby Boomers  (Brand, 2023). Therefore, contrary to the belief that we’re the ones most likely to job-hop, it turns out that the generations above us are actually more inclined to leave.

Furthermore, 20% of Gen Z workers say they feel a strong sense of duty and loyalty to their employer. This sense of commitment is less common among Millennials (14%), Gen X (11%), and Baby Boomers (13%) (Brand, 2023). These numbers clearly debunk the myth that Gen Z’ers are disloyal to our workplaces. Personally, I feel as if this misconception goes hand in hand with the myth that I previously inspected regarding our low attention spans. I think that because we are seen as a generation that are prone to boredom,  we have less qualms with going from one job to the other. To read more on these myths, take a look at our previous issues of The Gen Z Guide here.  

We are more similar than different!


Interestingly,  the main reasons why people of all ages leave their jobs are incredibly similar. Whether it’s Gen Z, Millennials, Gen X, or Baby Boomers, the top reasons for leaving are inadequate pay, lack of career growth, and poor leadership (De Smel et al, 2023). This highlights that many companies are still struggling to address the core concerns that matter most to their employees—regardless of age. It’s important that I address this at the beginning of this post because, as stated in previous issues, judging and alienating Gen Z with negative misconceptions only do more harm than good.  


Traditionally, older generations have seen loyalty to a workplace as staying with one company for many years–even decades–growing alongside the business. But with 77% of Gen Z workers likely to leave their current employer (Byrne-Hunt, 2024), it’s clear that our generation is less likely to have a “job for life.”


Why do we job-hop?


In order to debunk this myth, it’s important to understand why we are prone to job-hopping.

Studies show that Gen Z are less likely to trust that a company will take care of us over the long term (Tulgan, 2023).

I’ve heard countless stories from my peers warning each other not to stay in one job for more than two years, for fear of stagnating in terms of professional growth or pay. Ultimately, the main reason we move from job to job is that our current role is no longer meeting our needs. The days of feeling forced to stay with one company due to a lack of opportunities or a sense of lifelong commitment to a particular business are gone.


We are way less likely to put up with incompatible workplace dynamics or heed to uninclusive or dissatisfying workplaces.

Gen Z are more likely to explore new options when a job stops serving them, and this mindset extends to all areas of our lives. Personally, I believe that social media plays a huge role in this, as being constantly exposed to success stories makes us eager to achieve the same, whether that’s through job titles, skills, or salary. 


However, I believe this notion of Gen Z being disloyal is greatly exaggerated. Yes, we are way less likely to work at the same company from age 18 until retirement. However, research shows that Gen Z employees are actually more likely to stay with a company if they feel that its values align with theirs. According to 2022 research by workplace training company TalentLMs, 82% of Gen Zers want mental health days, 77% value companies that support diversity, equity, and inclusion efforts, and 74% prefer hybrid or remote work options (Casic et al, n.d.).


For this issue, I spoke to Chi, a Pollen community member who we helped place at Cubitts. Cubitts is an eyewear brand that is committed to prioritising sustainability and using eco-friendly materials and practices. Chi emphasised how Cubitts’ commitment to sustainability and standards has positively affected her. At Cubitts, sustainability is woven into everyday operations, from locally made frames to refillable lens cleaner bottles. As Chi noted, “Nothing goes to waste here!” Such practices resonated with Chi who cares deeply about sustainability, “Prior to working at Cubitts, sustainability is something I cared a lot about. For example, I crochet my own clothes and thrift often (buying second hand) to ensure that I am not contributing to the overconsumption of clothes… to work somewhere that also values sustainability in the same way that I do means a lot.” 

Gen Z care about things…a lot!

Whether it’s environmental sustainability, social justice issues, or a commitment to employee growth, upholding and enforcing a strong set of values can help inspire loyalty in our generation. These issues matter more to Gen Z now than ever before, and there are a few key reasons for this. We are arguably the most socially mobilised generation with 9 out of 10 Gen z respondents reporting being passionate about a social cause (American Student Assistance, 2022). Social media has been in our back pockets for the majority of our lives, allowing us to connect with and stay informed about issues more than any generation before us. This exposure from a young age likely contributes to our open-mindedness, and strong advocacy for the fair and equal treatment of others. Being more aware of the realities of the world as well as living through economic crisis, pandemics and social unrest has allowed us to strive to live--and work--in a way that aligns with our values. 


“Transparency is key”, as Chi points out. If you’re looking to create a more ethical mission or vision in your workplace, it’s essential to embrace ethical practices. This could involve prioritising sustainability, upholding fair wages, offering benefits like hybrid working, or demonstrating genuine community engagement. A crucial part of this is ensuring that your actions match your words. For instance, if your website emphasises a commitment to inclusivity and diversity, but you failed to check in with your ethnic minority colleagues during times of racial unrest, are you truly upholding those values? Such inconsistencies can affect how loyal employees feel towards their workplace if they sense that the standards claimed are not genuinely upheld.


Chi suggests that “employers should establish a clear code of ethics and expectations to promote transparency.” She also makes a good point—make sure you’re actively promoting your mission and values! Having a clear awareness of these can remind workers of what they’re working towards, especially if your business isn’t explicitly purpose-driven. As Forbes notes, “Organisations that are not aligned with millennial and Gen Z values risk losing favour with this large and increasingly influential cohort.” (Deloitte, 2021).  As employers, you can and should help drive meaningful change on the issues that matter most to both you and the company.  This might mean ensuring that environmental concerns remain a priority, or re-evaluating hiring and retention practices to promote diversity and inclusion.


Summary 


In conclusion, employees, Gen Z or otherwise, feel more fulfilled and connected to their workplaces when they showcase values that they are aligned with. 


Overall:

  • Gen Z are socially mobilised meaning that we are more driven than ever to work for companies that align with their values

  • If you do have a set of values that you align with, great! But it is imperative that actions are aligned with said values. If not, this will erode trust, and thus loyalty, between Gen Z workers and their company

  • Employers should establish a clear vision on their values and promote this extensively


Aligning your company’s values with those of your Gen Z employees fosters trust and loyalty. This alignment boosts morale and the overall well-being of a team that genuinely cares about the company’s direction, resulting in a more productive, and committed workforce.

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In our next issue, Jarrod will continue to explore the myth that Gen Z are disloyal . Make sure to subscribe if you haven’t done so already to never miss a post!


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If you are interested in employing amazing Gen Z talent, you can book a call with us here.


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If you would like to get involved in any of our community initiatives (e.g. mentor directory, podcast, masterclasses etc.), just drop Sophie an email on sophie@pollencareers.co.uk.


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References: 


American Student Assistance. “Gen Z Research Snapshot: Gen Z Feels Deeply Connected to Social Causes.” ASA.org, 2022, www.asa.org/research/gen-z-research-snapshot-gen-z-feels-deeply-connected-to-social-causes/.


Brand, Amelia. “Gen Z Emerges as Most Loyal Workforce in the UK.” HRreview, 12 Dec. 2023, hrreview.co.uk/hr-news/strategy-news/gen-z-emerges-as-most-loyal-workforce-in-the-uk/373788.



Casic, Ana , et al. “Survey: Gen Z in the Workplace.” TalentLMS, www.talentlms.com/research/gen-z-workplace-statistics#what-matters-to-Gen-Z.


De Smet, Aaron, et al. “Gen What? Debunking Age-Based Myths about Worker Preferences | McKinsey.” Www.mckinsey.com, 20 Apr. 2023, www.mckinsey.com/capabilities/people-and-organizational-performance/our-insights/gen-what-debunking-age-based-myths-about-worker-preferences.


Deloitte. “Deloitte BrandVoice: For Millennials and Gen Zs, Social Issues Are Top of Mind—Here’s How Organizations Can Drive Meaningful Change.” Forbes, 21 July 2021, www.forbes.com/sites/deloitte/2021/07/22/for-millennials-and-gen-zs-social-issues-are-top-of-mind-heres-how-organizations-can-drive-meaningful-change/.


Tulgan, Bruce. “Employee Loyalty Isn’t Dead, It’s Just Changing.” Forbes, 2023, www.forbes.com/sites/brucetulgan/2023/03/02/employee-loyalty-isnt-dead-its-just-changing


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