Anphabe Company believes that due to the difference in career goals of generations of personnel, businesses must have an appropriate approach to retain talent.
Gen X: The core force seeking stability and meaning over the years
With Gen X (born from 1965-1980), people who are shouldering a large financial responsibility for their families, stability is paramount. This is a generation that has experienced many economic fluctuations, so stability and occupational safety are still decisive factors.
Top 3 top goals of Gen X are: Balancing life, stable jobs and income enough to live on and save.
The special point: Gen X's desire to "contribute to meaningful goals" (top 6) has a significantly higher priority than Gen Y (top 8) and Gen Z (top 11). This shows that when reaching adulthood in their careers, the meaning of work and the value of contributing to society becomes increasingly important.
To retain Gen X talent, businesses should show them the value of their contributions to society and the organization. This is a loyal group of personnel if they feel their work has a positive impact.
Gen Y: The barrier force between the "safe" and "progress" crossroads
As a key labor force, Gen Y (born from 1981-1996) is at a crossroads when they both want safety and aspire to advancement. Gen Y is currently the key labor force of many businesses.
The top goal still revolves around priorities: Balancing life (63%) and income (62%), followed by stable jobs (accounting for 60%).
Desire for development: 47% of Gen Y want to be trained and promoted (in the top 4 career goals of Gen Y).
Gen Y needs a clear career path and skills development opportunities. If the business does not meet these goals, the risk of Gen Y leaving the organization (transferring jobs) is very high.
Gen Z: New generation of reality – prioritizing income, desire for experience
For Gen Z (born from 1997-2012), the target structure is significantly different. Gen Z brings a completely different breeze, for them, work is a "launch pad". In the context of new graduates facing a fiercely competitive market, they show an unexpected reality.
The top goal is income to live comfortably (61%); followed by work-life balance (55%) and stable jobs (54%).
Prioritize experience and flexibility: The special thing lies in the following goals: Promotion (51%), expanding relationships (45%) and enjoying diverse experiences (33%).
In particular, 28% of Gen Z have accumulation goals for their own business (top 10 career goals while other Gens are the ultimate priority).
These figures show that Gen Z has a more flexible career mindset, seeing work not only as a source of income but also as a launching pad for accumulating experience, networks and future opportunities. To retain Gen Z, create a challenging environment, allowing them to learn quickly and expand their network of relationships. This poses a challenge for businesses: if the working environment lacks learning and experience opportunities, Gen Z will leave very quickly.
