the UK gen z paradox: ambitious for the long-term, moving in the short-term.

tl;dr / summary:

• The UK's Gen Z is highly ambitious for long-term career growth but has a short average job tenure (1.1 years), often moving for better pay or progression
• They are pragmatic, valuing flexibility over pay in the long term. 
• Despite being digital natives and excited about AI, they face a shrinking entry-level job market (down 29% globally since Jan 2024), leading to self-doubt and worries about AI's impact. 
• Social barriers also hold back 40% from their dream career. 
• Employers need a strategic shift to turn their ambition into long-term retention.

Gen Z is intensely future-focused. They are the most likely generation to always consider their long-term career goals when evaluating a new role. Yet, their average tenure in the first five years of their career stands at just 1.1 years.

This isn't 'job-hopping' out of disloyalty; it’s growth-hunting. They are quick to move on when they perceive a lack of progression. In the UK, 64% plan to leave their current company within two years, reinforcing this high mobility.

long-term goals

Gen Z talent is highly focused on their career progression.

short-term action

Pay is a primary driver for their attrition, with 46% of those who left a job within a year citing "The pay was too low" as one of their top three reasons.

the mobility driver

They are pragmatic. Flexibility is their top long-term priority, with 55% ranking flexible working hours as a Top 3 factor that would make them more likely to stay, even over pay (53%).

Visualising gen z's ambition

We encourage you to look at their high ambition as a powerful asset. They are looking for a clear, tangible path forward.

Less entry-level, more self-doubt

Gen Z is entering a market where the traditional first rung of the career ladder is shrinking. Globally, entry-level job postings (0-2 years' experience) have dropped by 29% since January 2024.

This challenging environment has ingrained a sense of self-doubt that coexists with their ambition.

confidence gap

Despite 79% globally of Gen Z saying they can learn new skills quickly, a significant 52% of UK Gen Z agree they have been rejected for a job because they didn't have the right skills. This reveals a critical confidence-to-outcome gap.

self-doubt

42% of UK Gen Z talent agree they don’t have the confidence to find another job.

social barriers

Moreover, 40% of UK Gen Z talent feel unable to pursue their dream career due to their personal background (demographics or family circumstances). This highlights that social barriers are a major factor holding back talent.

The decline in entry-level roles

This global trend impacts the UK market directly, limiting traditional opportunities for young talent.

Excitement, use, and the equity challenge of AI

Gen Z are digital natives ready to embrace new technology. Their relationship with Artificial Intelligence (AI) is complex: a mix of excitement and concern.

• 58% of Gen Z globally are excited about AI in the workplace, and 55% already use it for problem-solving at work—the highest across all generations.
• 34% of UK Gen Z say they often learn through AI tools (like ChatGPT or CoPilot), putting them significantly ahead of the UK total (27%).
• Despite their tech-fluency, 48% of UK Gen Z agree they are worried about the impact of AI in their job, matching the global concern. This worry is exacerbated by the decline in junior roles, which AI may be automating.

the equity gap in AI training

A crucial finding for employers is the disparity in AI access and enthusiasm along gender and work-type lines. We see this as an opportunity to focus on inclusion.

• White-collar Gen Z talent are decidedly keener on AI (64%) than their colleagues in blue- and grey-collar roles (52%). Similarly, men (58%) show more enthusiasm than women (49%).

your blueprint for attracting and retaining UK gen z talent

To turn Gen Z's ambition into mutual long-term success, you need a strategic shift that transforms their perceived risk into a retention opportunity.

If you want the gen z blueprint then you can download our latest report which covers the key takeaways and considerations for employers.