Considering Joining the Great Resignation Here’s How to Make It Count

Across the globe, Generation Z is shaking things up in the workplace the way Millennials did several years back. As more of them join the workforce, they continue to shift mindsets on what matters most about work. Not only are they changing norms, but they are also demanding better working conditions and accountability from their employers. The Great Resignation in the US is the latest expression of their unhappiness at work. The phenomenon shows that a staggering number of employees aged 18-24 are thinking of switching jobs. Their resignation reasons are compelling enough to make them leave despite the financial hardships caused by the pandemic.

New research reveals that industry experts foresee the Great Resignation spreading to Malaysia soon enough. The report discloses how younger talents (aged 35 and below) are already prepared to leave their current roles and companies. Of the 1004 Malaysians who took part in the study, 81% of the Gen Z employees say they are planning to make the switch next year.

Why is Gen Z leaving the Malaysian workforce?

As with their Western counterparts, Gen Z Malaysians are not driven to resign because of their job roles per se. In fact, 45% of the respondents admitted to liking their jobs, with 24% even saying they love their roles. However, resignation reasons remain clear among the generation: 36% want to leave due to lack of career development, 27% due to lack of appreciation or recognition, and 26% due to lack of training opportunities.

Employees are also facing stagnant salaries, management issues, work burnout, and a lack of flexible working options. On top of this, a staggering 53% of employees in Malaysia experienced pay cuts during the pandemic. All these resignation reasons considered, 75% are now determined to look for new roles in the coming year.

Simple ways to bring purpose to your resignation

According to JobStreet Laws of Attraction, Generation Z candidates value salary and compensation, career development opportunities, and work-life balance the most. These top three factors aside, most of the generation also places importance on corporate social responsibilities, the recruitment process, and colleagues, compared to other age groups.

Some attach negative connotations to resignations, but you should not let this stop you from seeking #JobsThatMatter. Beyond merely stepping away from a job that doesn’t serve you, your resignation can also prompt employers to bring lasting change to the workplace. Use this time to call for a better workplace culture and environment. With these approaches, you may even encourage your fellow Gen Zers to do the same.

Be honest and strategic.

Be as strategic with leaving your job as you were applying for it. Before writing up a formal notice, think carefully about your reasons for resigning. Avoid listing down vague explanations, such as “career move” or “personal reasons,” on your resignation letter.

Remain clear about your resignation reasons, especially if they involve serious matters like toxic work culture, unreasonable workload or deadlines, or work-life imbalance. Do note, however, that you can do this without being blunt or reckless. Writing a resignation letter is not about complaining. You may be leaving the company, but you are not supposed to burn bridges. So, try to be as professional and appropriate as you can.

According to Clinical Psychologist Raagidhasakti Ravi, Gen Z candidates may have a different set of workplace expectations from other age groups. Especially if you entered the workforce during the pandemic, you may have experienced work expectations mismatches. If so, you can elaborate on your disappointments regarding this, so HR can set clearer KPIs for the next batch of applicants.

Bring up workplace challenges that hinder employee and company growth.

Most companies will ask you to attend an exit interview with HR. Grab this chance to speak your mind and share your good and bad experiences in the company. As with your resignation letter, be as objective and respectful as possible.

Dr Ravi reveals that Gen Z employees often grapple with workplace challenges that test their resilience.So if you can identify certain generational workplace challenges, you will also help the company move forward with fresh solutions. If your insights and suggestions are meaningful or relevant to the company and their vision, they will listen to you.

Help employers understand the ideal workplace characteristics of Gen Z.

Believe it or not, some companies want to hear your advice on understanding and addressing the needs of Gen Z employees. Your generation will eventually be in charge of many important roles and tasks. So, your perspective will most likely contribute to making the workplace a healthy and supportive environment for the future.

Be encouraged to provide insights to your supervisors and managers before leaving the company. What about the workplace culture helped you the most? Which practises allowed you to work at your best? Why do you think all these are important to a Gen Z employee like yourself? Let them know.

Give employers suggestions on how they can adopt a people-first mindset.

Gen Z employees are at the heart of the Great Resignation, but that does not mean the talks should be just about them. The common resignation reasons of Gen Z also speak for all employees in general. Pay cuts, blurred work-home boundaries, burnout, lack of professional growth, and neglected physical and mental well-being affect everyone, only in varying degrees.

Speak with HR or team supervisors during the turnover period or exit interview. Share small or simple ways on how companies can start adopting a people-first mindset. Maybe you can suggest activities or learning opportunities that can help your co-workers be better skilled for their job.

Ask them if more flexible working options or leave days are possible. It may be possible for the company to provide resources to help with Gen Z mental health struggles. Or, it can even be as simple as uninterrupted weekend breaks and no last-minute assignments outside working hours!

Look for a job that matches your needs, values, and passions – and spread the word about it.

You are leaving a role or company that is not aligned with your skills, values, and interests. Maybe you also needed to walk away from a toxic work environment. Of course, the best way to maximise this season is by making sure that you do not fall into the same situation again.

Pay close attention to the company’s benefits, perks, and provisions for their employees’ well-being. When you get invited for interviews, ask as much as you can about their work culture, company benefits, career development opportunities, and flexible or remote working arrangements. Ask how they implement the Employee Retention Programme for their workers who are hardest hit by the financial hardships of the pandemic.

Once you find a great fit, spread the word about it! Not only will you give positive feedback to the company, but you will also encourage other companies to do the same. Likewise, you will also send a message to other Gen Zers that it is possible to find jobs that are rewarding and companies that put people first.

Highlight the strengths that Gen Z employees can bring to today’s digital-driven workplace.

It can be difficult to make a case for Gen Z employees if employers do not understand what these young minds bring to the table. So, during your job application and interviews, highlight the skills, competencies, and traits that make Gen Z employees valuable to an organisation.

For example, Gen Zers are known as digital natives. So, they can definitely count on you to help them navigate the increasingly digital workplace. Gen Zers also value work-life balance, and they can trust you to be prompt with deadlines and deliverables. They know you will not disrupt the personal time of your supervisors and teammates.

Your generation is also known to be driven to learn new things and constantly improve skills. As such, you can assure them that you are willing to train and learn as much as you can to get the job done and do it well.

As with many things in life, it is never easy to bring about drastic changes in our relationship with work. But, Gen Z employees like you are already paving the way to make it happen. Through the approaches above, you can transform your resignation reasons into actionable steps that companies can do to make the workplace better for everyone.

Are you ready with better ways to get to work, Gen Z? Create or update your JobStreet profile today and search for #JobsThatMatter. Check out the Career Resources Hub for more tips on job searching, self-improvement, and career advancement.