Short job stints. Sudden exits. Minimal loyalty. These are not outliers — they’re becoming the norm among Gen Z professionals.
A new national survey of over 1,000 employees, split evenly between Gen Z workers and hiring managers, reveals a significant disconnect in workplace expectations. For employers trying to retain younger talent, understanding this mindset shift is critical for their business.
Key Takeaways
- 58% of Gen Z professionals admit to taking a job they knew was a “situationship” — short-term, low-commitment, and never meant to be long-term.
- Only 1 in 4 Gen Z professionals say they’re invested in their job long-term.
- 47% of Gen Z professionals plan to leave their job within a year, and half of them say they’re ready to leave at any moment.
- Overall, less than half of Gen Z professionals (46%) believe that staying loyal to one employer is rewarded in today’s job market.
- 1 in 4 hiring managers see short job tenures on Gen Z resumes as a red flag.
- Over 1 in 3 hiring managers (36%) say they’ve chosen not to hire a Gen Z candidate due to concerns about job-hopping.
Inside Gen Z's Work Mindset
The traditional career ladder doesn’t hold much appeal for Gen Z, at least not in its current form.
A majority of Gen Z professionals (58%) said they’ve taken jobs they considered “situationships,” with no intention of staying long-term. These low-commitment roles reflect a shift away from viewing jobs as permanent or deeply personal investments.
Only 1 in 4 Gen Z workers said they’re invested in their job for the long haul. For many others, the exit strategy was already on their minds: 47% had plans to leave their current job within the next year, and half of that group were ready to walk away at a moment’s notice.
Perhaps most concerning for employers was that nearly 1 in 3 Gen Z employees (30%) have ghosted an employer, quitting without notice or explanation. This lack of formality highlights just how transactional the workplace can feel for this generation.
The Cost of Constant Switching
Job-hopping may offer flexibility, but it comes with real trade-offs for Gen Z workers.
A majority of Gen Z professionals (58%) said they’ve taken jobs they considered “situationships,” with no intention of staying long-term. These low-commitment roles reflect a shift away from viewing jobs as permanent or deeply personal investments.
Only 1 in 4 Gen Z workers said they’re invested in their job for the long haul. For many others, the exit strategy was already on their minds: 47% had plans to leave their current job within the next year, and half of that group were ready to walk away at a moment’s notice.
Perhaps most concerning for employers was that nearly 1 in 3 Gen Z employees (30%) have ghosted an employer, quitting without notice or explanation. This lack of formality highlights just how transactional the workplace can feel for this generation.
The Employer POV on Gen Z
For hiring managers, short tenures are more than a trend. They’re a risk factor.
A quarter of hiring managers said they view short stints on a Gen Z resume as a red flag. More critically, over a third (36%) admitted to passing on Gen Z candidates due to concerns about job-hopping.
But some employers are taking proactive steps to improve retention. The most popular strategies included offering more flexible scheduling (48%) and establishing clearer growth paths (42%). Other approaches included enhancing benefits and mentorship programs (both at 34%), as well as offering bonuses or raises (25%).
These responses reflect a growing awareness that to retain Gen Z talent, employers need to offer more than just a paycheck. They must design roles that feel adaptable, rewarding, and growth-oriented from day one.
Conclusion: The Gen Z Work Situationship Is Real
Gen Z is redefining what commitment looks like at work, often viewing jobs as temporary arrangements rather than long-term relationships. While this mindset may help younger workers explore opportunities, it also presents retention and productivity challenges for employers. To build lasting teams, companies must rethink how they engage and support early-career professionals or risk being ghosted.
Methodology
We surveyed 1,008 employed Americans to explore evolving attitudes toward work, loyalty, job-hopping, and retention. Among them, 50% were Gen Z employees, and 50% were managers or employees with hiring experience. The data was collected in June 2025.
About Gateway Commercial Finance
Gateway Commercial Finance provides invoice factoring solutions to help small and mid-sized B2B companies unlock cash flow and stay agile in competitive markets. Whether you’re navigating staffing gaps, project delays, or payroll crunches, Gateway gives you the capital flexibility to move forward with confidence. Learn more about our factoring services and how we help businesses thrive through uncertainty.
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