20 Going on 50: Job Loyalty Across Generations

In 2022, one in five workers planned to leave their jobs and/or switch employers. This substantial rise in employees quitting was coined ‘The Great Resignation’ and had many employers worrying that job loyalty might be on the decline. This question of job loyalty becomes even more complicated as the workplace becomes more generationally diverse than it has ever been. With Baby Boomers retiring, and Gen-Z taking their place, the question for employers becomes how they can improve job loyalty with a new batch of workers.

To help us answer this question, we have two guests: Michelle and Bronwyn Milldyke. Michelle Milldyke is part of the Content Team here at Skillpath and falls into Generation X, while daughter Bronwyn, who works in music education but is pursuing a career in music therapy, is part of Generation-Z.

With their help, we’ll dive into what job loyalty means to these two generations, and how employers can improve it.

What is job loyalty to different generations?

Job, or workplace loyalty is defined as the extent to which employees are committed and involved with their organization. But it’s not so simply defined by different generations.

“I think it’s doing your best work.” Michelle says, “I would say on the company’s behalf, but I think it’s also an internal motivator.”

“So, if I accept a job then I’m going to do it to the best of my ability. Not necessarily because I have loyalty to that company.”

This seems to be a common sentiment amongst Generation X; many have a “do-it-on-their own” spirit that shapes their work ethic.

Bronwyn thought of job loyalty in a different light; one that views a change in job as a complete change of industry.

“I think of being loyal to the job [as being loyal] to the company itself,” she says, “If I worked at Starbucks and then I wanted to get another job I wouldn’t get another job in coffee, I would get another job in retail or something.”

But a majority of Generation-Z see workplace loyalty as strictly transactional. One study shows that 70% of Gen-Z is passively looking for new jobs even if they’re currently employed. They also generally hold the view that work is solely a way to make money, instead of a pursual of passion.

This has earned Gen-Z the negative connotation of being ‘job hoppers’, but this is simply not the case. Gen-Z can be just as loyal as other generations, but if they feel unsatisfied with their work then they are more than willing to walk away from the company.

“If people [Gen-Z] assess their self-worth and they feel like they aren’t getting what they need, they can just leave and find somewhere else,” Bronwyn says, explaining how Gen Z is more focused on feeling satisfied by their work than sticking with a company purely because they’ve been there for years. 

Satisfaction also plays a key role in keeping Gen-X around in the workplace.

“If I feel like I’m in a rut workwise then I will leave,” Michelle states, and this is true when it comes to Gen-X as a whole. In early 2022, at the start of the ‘Great Resignation,’ there was a 33% jump in workers 40 years and older resigning.  

 

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How can companies promote job loyalty across different generations?

So, what can companies do to increase job loyalty amongst a generationally diverse workforce, especially if those generations have a different definition of the term?  Fortunately for employers, there is common ground to be found.

1. Recognize The Work Your Employees Do:

When asked what has made her retain her position at SkillPath Seminars, Michelle said, “Recognition for the work [she has done].” Employees want their managers and company to actively recognize and celebrate the achievements they have made. When they feel valued and a part of the team, then employees will want to stay.

2. Opportunities For Advancement:

Bronwyn finds loyalty from gaining opportunities to advance in her field. “I’ve shown loyalty because they’ve [music school] helped me build my skillset.” Most employees want the opportunity to grow and learn something new, so when a manager can provide that opportunity within their own company, it will make an employee more likely to stay and pursue those endeavors. It’s easier for them to learn from people they know, rather than a brand-new set of employers.

3. Manage With Humanity:

Michelle mentioned that for companies to improve workplace loyalty, it’s important for them to manage with humanity.“If you work for somebody that you know, that gets to know you and your work preferences and allows you to be yourself as long as you’re performing to opportunities and expectations, I think that’s a big plus,” she says. For a company to manage with humanity, they must create a space that allows the employee to feel comfortable and safe in their work environment, which makes them more productive, and loyal to their workplace.

The ‘Great Resignation’ appears to have subsided, with employees of all generations staying put at their jobs for the time being. But it’s hard to know if the ‘Great Resignation’ is truly over, or just stagnant. No matter the case, these are some simple things employers can do to help increase job loyalty and create  workplace that employees of any generation will appreciate.  

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