retaining gen Y and Gen Z: strategic imperatives for Modern business leaders
The rapid job mobility of Millennials (Gen Y) and Gen Z is not a fleeting trend, it is a fundamental shift in workforce dynamics. Gen Y and Gen Z seek meaningful work and alignment with their personal values. A striking 86% of Gen Z consider purpose central to job satisfaction, and nearly half of both generations want to work for companies that reflect their values. When this alignment is missing, job changes are inevitable. As a business leader and executive coach, I see this as a call to action: organizations must evolve or risk losing their most promising talent. The following insights and recommendations are grounded in recent research and best practices from leading business authorities and academic sources such as: Forbes; Deloitte; Randstad; NIRS; MDPI; Fast Company; Mercer].
So, Why Are Gen Y and Gen Z Changing Jobs So Quickly?
In addition to “Purpose and Values Alignment, Work-Life Balance and Flexibility, Economic Factors”, one of the most overlooked, easiest and most cost-effective to implement is professional development and skills training. Career growth and personal development are top of mind for most young professionals. As leaders, we should be encouraging this attitude in our people to improve their skill set as well as aid in succession planning. Lack of progression opportunities is a major driver of mobility. One in three Gen Z workers plan to change jobs within a year, citing gaps in growth and learning.
Invest in Continuous Learning and Career Development. Why?
Simply because growth opportunities are the strongest employee retention lever. Train the next generation of leaders in strategy, empathetic communication, feedback culture, and inclusive decision-making. Provide best practice-directed skills training and personalized learning pathways to equip young professionals to achieve both personal and organizational goals. Create a success-oriented culture by implementing both a structured and a peer mentorship programme.
The Centre for Consumer Products offer member organizations the opportunity to provide cutting-edge, best practice and industry-specific training and coaching by experienced academic practitioners at a fraction of the cost of creating such a programme on your own or taking generic training courses through private providers
and other academic institutions.
Conclusion
Retention strategies must move beyond compensation to address purpose, flexibility, growth, mental health, and inclusion. These corrective actions not only reduce turnover but also build resilient, future-ready organizations. As business leaders, our challenge is to create environments where Gen Y and Gen Z can thrive, and in doing so, secure the future of our enterprises.
Gerry Lubanszky partners with executives to help them better adapt to constant change by building the capabilities and capacity to thrive in a dynamic business environment. This means not only enhancing clients’ ability to deal with immediate issues, but also helping them learn the methods needed to cope with future challenges. We help you choose the best path for your transformation, and we work with you every step of the way.
Gerry Lubanszky
Executive Coach, Consultant & Trainer, Founding Partner, Goto Market Solutions