In recent years, we’ve seen younger people—especially Gen Z and Millennials—resign from their jobs more frequently than previous generations. This phenomenon is happening across the globe, prompting an important question in the world of talent and organizational management: “Is the problem with the people or does the workplace need to change?”
 
It might be wrong to assume a lack of resilience among young people. A fundamental shift in work values might instead be driving a growing demand for meaningful work that genuinely supports quality of life.
 
Young professionals no longer view a job as just a source of income. They want work that supports multiple aspects of life—work-life balance, mental wellness, flexibility, career development, and above all, alignment with their personal values. If any of these are missing, they’re willing to walk away in search of something better.
 

The US resignation rate has steadily declined from 24.7% in 2022 to 13.5% in 2025, according to the Mercer Workplace Turnover Survey. But Gallup reported in November that 51% of employees are still seeking or open to new job opportunities. Younger workers show significantly higher turnover rates. One in three Gen Z and Millennial workers in Thailand planned to resign within the year, especially when their job causes stress, lacks purpose, or fails to provide growth, according to a 2024 survey by Resume Builder.
 

These numbers don’t reflect weakness. They show the courage to choose better. Organizations that retain and attract younger talent redesign what it means to offer a good job by…
• Fostering an open, listening culture
• Prioritizing work-life balance and mental health
• Creating flexible systems and clear growth pathways
• Establishing strong organizational values like sustainability, equity, and inclusion
 

These companies understand that loyalty from young employees cannot be bought with money alone. It must be earned through trust, participation, and genuine recognition of individual worth.
 

Viewed through this lens, perhaps the real question isn’t “Why are young people quitting?”
Companies should instead ask :“Is our organization still good enough for them to stay?”
 

In today’s world, a good job = a good life.
And if a workplace can’t offer a better life, young people won’t hesitate to find one that can.

Sources referenced:
• Turnover trends among Thai employees in 2023, based on the WTW survey
• Article: “37% of Gen Z Plan to Resign by the End of 2024 — A New Wave of Great Resignation?” — Krungthep Turakij (July 2024)
• Survey data from Resume Builder (as cited in Krungthep Turakij) on resignation trends among 18–34-year-olds in 2024
• International statistics (CNBC, 2023) on the percentage of Gen Z/Millennials considering job changes within 12 months
• Deloitte Global Millennial & Gen Z Survey 2023/2024 — Resignation intentions and top concerns (cost of living, compensation)
• Mind Share Partners (HBR, 2021) Resignation rates due to mental health among Gen Z and Millennials
• Article: “Why Gen Z and Millennials Dare to Quit… and How Organizations Must Adapt” — Business+ (August 2022), analyzing generational values and suggested organizational responses
• Q Hunter (Jan 2025): “Gen Z and the Modern Organization: How to Lead and Retain the New Generation” — Including case studies and tips (e.g., open communication, flexible work, D&I)
• LinkedIn data (cited in Qureos, 2025) 72% of Gen Z have resigned or considered resigning due to a lack of flexible work options
• https://www.inspirus.com/blog/employee-turnover-statistics/?utm_source=chatgpt.com