Understanding why Gen Z choose to stay or leave a role is one of the biggest challenges facing employers today. This generation is reshaping the modern workforce with new expectations and new ideas about what work should look like. At Westray Recruitment Group we believe that when employers understand what their people value they can build stronger teams with higher retention and better long term performance.
Our recent research project, gives employers a clear evidence based view of what motivates Gen Z. Through in depth interviews we explored the values and behaviours that influence their job choices. The findings reveal why Gen Z leave roles and how employers can reduce turnover through meaningful change.
1. Gen Z Leave for Better Pay and Financial Security
One of the strongest themes in our research is that Gen Z make career decisions with financial stability at the centre. Many are entering the workforce during a cost of living crisis which means money is not just a motivator but a necessity.
As highlighted in the report, the most common reason Gen Z leave is the opportunity for better pay elsewhere. The insight is clear. If employers are not reviewing salaries against market rates they risk losing talent to competitors who offer more compelling financial packages. This is reinforced on page 15 where respondents explain that financial concerns directly influence their decision to stay in a role.
For employers looking to attract or retain Gen Z talent we recommend reading our guide on How to Attract Gen Z Employees for actionable steps.
2. Lack of Respect and Poor Management Push Gen Z Away
Another major reason Gen Z leave is the feeling that they are not respected or valued. From the results, the research highlights four powerful drivers of disengagement. Better pay elsewhere lack of respect poor management and micromanagement all of which directly lead to turnover.
This tells employers that workplace culture matters more than ever. Gen Z want leaders who communicate openly and treat them with trust. They want feedback that is honest without being discouraging. They want to contribute ideas and feel heard.
Companies with outdated management styles often lose younger workers quickly. Those that prioritise respect recognition and supportive leadership see higher loyalty and higher performance. Employers who want practical guidance on motivating and leading younger talent can explore our blog How to Get the Best Out of Gen Z Employees.
3. A Lack of Training and Progression Opportunities
Gen Z are ambitious. They want to grow learn and progress. More than 53% of Gen Z respondents said that training and progression opportunities are missing from their current workplace.
This is a crucial insight for employers. If a workplace offers no clear development pathway Gen Z will not stay. This generation grew up with constant access to information and they expect the same pace of learning at work. They want training that is up to date meaningful and relevant.
Employers who invest in structured development pathways gain a huge competitive advantage. Those who do not often face higher churn within the first 12 to 24 months. This connects directly with our wider insight on What Today’s Candidates Really Want.
4. Micromanagement Drives Gen Z Out of Roles
micromanagement is a major roles for Gen Z's.This generation values trust ownership and autonomy. When an employer encourages independent thinking and allows employees to take responsibility for their work performance increases and engagement grows.
When workplaces lean heavily on tight controls or restrictive supervision Gen Z feel restricted. They associate micromanagement with a lack of respect and a lack of confidence in their abilities. This often leads them to seek out employers who operate with more progressive leadership principles.
5. A Need for Meaningful Work and a Positive Impact
The research also shows that Gen Z are motivated by purpose driven work. They want to feel that what they do matters. Our report reveals that they value rewarding roles that support their community and make a positive impact.
Organisations that cannot link their operations to real world outcomes often struggle to retain younger employees. Gen Z are drawn to companies that care about people their environment and their community. They want employers who stand for something and who communicate that clearly.
6. Communication Issues Cause Gen Z to Switch Roles
Clear communication is a critical part of retention. Gen Z thrive in workplaces that prioritise regular transparent communication and visible wellbeing support.
A lack of communication creates confusion and uncertainty which leads to disengagement. A culture that encourages open dialogue and constructive feedback builds trust and commitment. Gen Z want managers who speak to them directly in a practical human way. They prefer face to face feedback sessions and regular check ins to keep them on track.
Employers who master communication see stronger relationships and reduced turnover.
7. Outdated Recruitment and Onboarding Processes
Another surprising insight from the research is that many Gen Z employees leave roles because of poor recruitment or onboarding. When early experiences do not match expectations candidates start looking elsewhere quickly.
Gen Z want a smooth modern recruitment process and a structured onboarding plan that helps them feel confident from day one. When this is missing the first impression of the employer is weakened and retention suffers.
The employers who win the battle for Gen Z talent are those who listen respond and adapt. Small improvements can transform retention outcomes.
At Westray Recruitment Group we support businesses across the UK with insight driven recruitment strategies that work. Our research gives employers a clear picture of what the next generation of workers need.
If you want to build a workforce that grows stays and performs we can help.
Westray Recruitment Group combines data driven insights with over three decades of industry experience. We help businesses attract motivate and retain the people who drive results.
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