Young adults just starting out in their careers are almost one-and-a-half times more likely to commit to their current employer for the long haul – instead of “hopping” about from company to company, research has found.
Perhaps surprisingly, nearly a third (32%) of employees under the age of 34 are happy to become known as a “lifer” in their company, by staying there for the long-term.
The top reasons for this include the friends they make in their workplace (40%), and the opportunity to develop new skills (35%).
And 34% believe they have a clear pathway to progress into new roles within their organisation.
This is compared with less than a quarter (23%), of Gen Z and Millennial employees, who consider themselves “hoppers” – moving from one company to another every one to three years.
Three in ten (29%) of those who fall into the “hopper” category claim they do this in order to gain valuable experience from working at different companies.
But a quarter believe they will get bigger pay rises from moving between organisations.
The research, of 5,000 working adults, aged 18-34, was commissioned by global recruitment experts, Michael Page, part of FTSE 250 PageGroup.
It found that, despite there being more “lifers” than “hoppers” among this age group, these younger adults are still far more likely than their older generational counterparts – 35%, compared to just 8% of those aged 45 to 64.
Doug Rode, managing director for UK & Ireland at Michael Page said: “There are a lot of outdated perceptions around moving jobs frequently – and, indeed, staying in one place for too long.
“Being a “lifer” doesn’t necessarily mean staying in one role for your entire career and becoming outdated – just as being a “hopper” doesn’t necessarily mean being flighty and unreliable.
“It’s important to remember it’s not a one size fits all approach – individual personality traits and different life circumstances all play a role in why someone might identify as either a “hopper” or a “lifer”.
“The modern workplace has space for both. In fact, harnessing the unique attributes of these two mindsets will strengthen any team.
“What’s really interesting about these findings is that we’re able to bust the myth that younger workers wouldn’t consider a long-term future with a company in the early stages of their career.
“Yes, they are more likely to identify as “hoppers” than older workers, but it’s clear from the data that if they find the right employer, they could be willing to stay for a long time.”
The research went on to further canvas opinion regarding the two career approaches, with respondents believing that teamwork (50%) and problem-solving skills (33%) were among the top skills of those with the lifer mindset.
Meanwhile, those who fall into the “hopper” category are more likely to bring a greater sense of adaptability (37%) and fresh thinking (38%) to the workplace.
More than half (57%) believe those who carve out a long career at one company will have deeper industry knowledge – but 44% are concerned they also run the risk of becoming stagnant.
Interestingly, respondents feel that those who move around more could be less motivated (18%) than a “lifer” (27%) – but are much more likely to be adaptable (37%) and outgoing (38%).
Two-thirds of those polled said loyalty to one company will create more job stability, and 42% believe the “lifer” career approach presents more opportunities for industry awards and recognition.
On the other hand, the top benefit of being a “hopper” was identified as the opportunity to travel the world (34%) – while 30% believe this lifestyle offers potential to climb the corporate ladder more quickly.
And 46% noted employees will build up a more diverse background of experiences by moving around more – whereas just one in five (20%) believe these opportunities will be the same for someone who is already embedded in their company.
The research, which was conducted via OnePoll.com, went on to speak to those who have been involved with hiring in their workplace.
In good news for “hoppers”, almost half (49%) of those responsible for making hiring decisions recognise the fresh working styles this group can bring to a business.
And a third (35%) would choose a “hopper” to make an impact in a short space of time.
But they also look keenly on “lifers” for their strong industry connections (40%) – with more than half (52%) recognising these workers as industry experts, and a third (32%) noting their ability to build rapport.
Michael Page’s Doug Rode added: “It’s clear from the data that there are real advantages to hiring either a “lifer” or a ‘hopper”, with both demonstrating the attributes any business would associate with top talent.
“Hiring managers recognise the different skills each can bring to a team, and place “lifers” and “hoppers” almost neck and neck in terms of being motivated and high achieving (44% and 42% respectively).
“The crucial consideration is who is right for your business at the current time.
“Is it the “lifer” with demonstrable loyalty and depth of specialised experience, or is it a “hopper” who brings fresh thinking and learnings from other areas?
“And if a business can cultivate an environment where any type of worker can thrive, who knows, those “hoppers” you hired might just turn into a “lifer”.”
