As the job market continues to raise its barriers to entry, more young people are throwing their hats in the ring early, chasing exposure and experience before they even graduate. Having spent the last three years in PR and communications, growing from intern to senior account executive while completing my degree, I've had a front-row seat to what actually makes young professionals stay or leave.
I was fortunate enough to be given real work on the tools pitching, and developing strategy, as well as honest feedback, and mentors who invested time in my development and in building my confidence. That kind of environment is not something to overlook. The gap between what workplaces promise and what they actually deliver is exactly why so many young workers are already looking for the exit.
Having leaders who are willing to share their knowledge, and make consistent time for your development, can make all the difference.
There is data to back this up, research consistently shows that Gen Z and younger millennials rank learning opportunities, workplace culture, and manager quality above salary when evaluating long-term job satisfaction. Deloitte's 2025 Australian survey found that 94% of Gen Zs prioritise meaningful work and a sense of purpose in their careers. The question young workers are asking is simple - will I be better at my job in twelve months than I am today, and does this place give me the tools and environment to get there?
According to Gartner's 2024 Global Talent Monitor survey of Australian workers across all generations, the top reason employees leave isn't pay, it's manager quality and feeling disrespected at work, with compensation falling to fifth place.
What emerges consistently, both in the data and in conversations with early-career professionals, is a hunger to learn, grow, and be seen as a genuine asset, not just a body filling a seat. This isn't a generation looking to work less. If anything, many young workers are more ambitious than ever. They're simply approaching their careers with a clearer understanding of what they value in a workplace.
As expectations evolve, organisations have a real opportunity to rethink what attracts and retains the next generation of talent. The ones who get it right won't just hire better, they'll build stronger teams and spend less time wondering why their best people keep leaving.