Gen Z wants to move forward, as fast as possible. Paying your dues like previous generations did? This generation thinks differently about that. Randstad's Global Workforce research among more than 11,000 workers shows that Gen Z stays in a role for an average of just 1.1 years. They leave because they don't see room to grow.

So how do you deal with that as an organization?

They expect the whole world

Engaged and motivated team members are every employer's dream. Yet hesitation arises when it becomes clear how quickly these young professionals want to advance. 'They don't want to work hard enough, but expect the whole world.' Is that ambition really a problem or does it also present an opportunity?

That impatience comes from somewhere. Gen Z grows up in an online world full of stories about getting rich quick while holding a cocktail by the pool. That shapes their idea of what's possible. You might find it ridiculous, but it is their reality. And as an employer, that's your starting point. Because if you don't understand what your team members think or why they think that way, you won't understand why they leave.

Tips for employers

Make growth opportunities visible and communicate transparently about expectations and timelines. Deloitte's 2025 research among more than 23,000 workers shows that only 6% of Gen Z has a leadership position as their primary goal. What they do want: to learn, grow and feel like they're moving forward. Give them that feeling and you have their attention.

Tip: Discuss what 'personal development', 'career growth' or 'success' means, for the organization and for team members. The same words can carry a very different meaning across generations.