Different career goals of generational personnel

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.

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