Is it only the “younger” generation that is job hopping or is it across all generations in the workforce?
Have you heard people say that the “younger” generation doesn’t stay at a job very long—that they hop from one job to another? Is this really just a younger generation trend, or does it happen across all age groups?
According to the U.S. Bureau of Labor Statistics, as of January 2024, the median tenure for workers is 3.9 years. When you break it down by gender, race and education, the numbers shift slightly. There is also a notable difference between public and private sectors: public sector employees average 6.2 years while private sector employees average 3.5 years. Age plays a big role in this gap, and benefits offered by public sector jobs are often cited as a contributing factor.
Looking at age specifically, workers aged 55-64 stay an average of 9.6 years, while those aged 25-34 stay only 2.7 years. Yes, older workers stay more than three times as long, but even that isn’t the decades-long tenure (25–30 years) we often hear about. In fact, Baby Boomers (born 1957–1964) held an average of 12.7 jobs between ages 18-56. Another study covering 1983–2022 found that, over the past 40 years, workers aged 25 and older have averaged about five years per job.
Why do people leave jobs? Motivations vary and generational differences play a role. According to Purdue Global, here’s what tends to drive each generation in the workplace:
- Baby Boomers – Company loyalty, teamwork and duty.
- Gen X – Diversity, work-life balance and their personal-professional interests, rather than the company’s interest,
- Millennials – Responsibility, quality of management and unique work experiences.
- Gen Z – Diversity, personalization, individuality and creativity.
So, perhaps the days of yesteryear when some people stayed in a job and career path, are more varied. No matter how long a person stays in a position, they should do something they enjoy and consider any benefits received as part of one’s compensation. For employers, knowing these trends can help create new employee orientation and training needs while also considering how to manage an ever-changing workforce.
Michigan State University Extension and Michigan 4-H Youth Development help to prepare young people for successful futures. As a result of career exploration and workforce preparation activities, thousands of Michigan youth are better equipped to be a part of and contribute to the future workforce.
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