Most Gen Z workers view jobs as short-term "situationships" and many plan to leave within a year
Nearly six in ten Gen Z workers say they never intended to stay in their current roles long term—and many are prepared to leave at a moment’s notice.
In a survey of 1,008 employed Americans conducted by Gateway Commercial Finance, 58 percent of Gen Z professionals described their current job as a “situationship”—a short-term, low-commitment arrangement.
Among those planning to leave, 47 percent expected to exit within the year, and half of that group reported they were ready to quit immediately.
This shift in mindset carries operational risk. The average job tenure for Gen Z is only 1.8 years.
That turnover rate, combined with a reported 30 percent who have “ghosted” employers by quitting without notice or explanation, contributes to lost onboarding investment, productivity drops, and increased strain on existing teams.
Short employment cycles also place pressure on leadership pipelines and long-term workforce planning.
Data from CFO.com using Gateway’s findings showed Gen Z job-hoppers report lower job satisfaction (29 percent vs. 65 percent for non-hoppers), reduced financial stability (24 percent vs. 41 percent), and higher burnout (38 percent vs. 23 percent).
Despite job-hopping being seen by some as a fast track to better pay, the data shows diminished outcomes across work-life balance, mental health, and career trajectory.
Gen Z workers—born between 1997 and 2012—entered employment during a period of economic uncertainty and shifting views on institutional promises, including education returns, home ownership, and retirement benefits.
The result is a transactional approach to employment: less loyalty, more emphasis on flexibility, lifestyle, and income transparency.
Hiring managers are adjusting in response.
According to the same survey, 36 percent said they had chosen not to hire Gen Z candidates due to job-hopping concerns. A quarter flagged short tenures as a red flag.
Top concerns included unrealistic salary or title expectations (49 percent), lack of soft skills (42 percent), and poor communication (40 percent).
Less than half (46 percent) of Gen Z professionals said they believe staying loyal to a single employer is rewarded.
In separate research cited by Gateway, 71 percent of Gen Z workers said salary transparency is essential, and 58 percent would not apply to roles without listed pay ranges.
Many are also more open to discussing pay with co-workers, challenging established workplace norms.
Some organisations are responding with structural adjustments.
Employers surveyed reported offering more flexible scheduling (48 percent), creating clearer career paths (42 percent), improving benefits (34 percent), launching mentorship programs (34 percent), and introducing financial incentives such as bonuses or raises (25 percent).
For some Gen Z workers, financial independence is also being pursued outside traditional structures.
The report noted that some professionals have turned to side income sources including online gambling and streaming platforms. Others are bypassing conventional roles in finance or accounting entirely to pursue entrepreneurship.
