Paolo, it seems like Gen Y and Z often struggle with job retention. What are your thoughts on that?

The issue of Gen Y and Z struggling to keep their jobs—this is a hot topic, and it’s often painted as if these generations have some kind of “commitment problem” or lack of loyalty. But here’s the real deal: it’s not about them failing to keep jobs—it’s about the jobs themselves failing to keep up with what these generations need and expect from work.

Let’s start with Gen Y (Millennials). They entered the workforce during a period of massive economic disruption—financial crises, job market volatility, the rise of the gig economy. They were sold the traditional career path—get a degree, land a stable job, climb the ladder—but the system collapsed under them. Many Millennials found that no matter how hard they worked, job stability was a myth, and they quickly realized that the old ways of working weren’t designed for a world that was changing so fast. So, you see a lot of job hopping, not because they don’t want to commit, but because they’re chasing opportunity and growth in an economy that’s constantly shifting beneath them.

Gen Z, on the other hand, came into the game with a completely different set of expectations. They’ve grown up seeing that job stability doesn’t exist, that loyalty to a company often isn’t rewarded, and that the traditional 9-to-5 is no longer the path to happiness or success. They value flexibility, purpose, and balance over sticking around at one place just to check the box of longevity. They’re not afraid to leave a job that doesn’t align with their values or their vision for how they want to live. And that’s where the friction happens: the old corporate structures still expect loyalty and tenure, while Gen Z is saying, “I’ll stay as long as this aligns with me, and not a second longer.”

Now, does that mean Gen Y and Z are irresponsible or flighty? Not at all. It’s just that the rules of the game have changed. These generations aren’t leaving jobs or struggling to stay because they don’t have what it takes—they’re leaving because the workplace doesn’t match their vision of what work should be. They want work that’s meaningful, that aligns with their personal values, and that gives them freedom and flexibility. And if they don’t find it? They move on. Fast. They’re not going to wait around for a company to figure it out.

Here’s another critical piece: companies often fail to evolve. The work culture that many organizations still cling to was built in a different era—one where top-down hierarchy, rigid schedules, and incremental career progress were the norm. But Gen Y and Z are demanding more fluidity in the workplace. They don’t want to be stuck in a job that feels stagnant, where they don’t see growth, or where the work doesn’t resonate with their larger life goals. And they’re right to push back on that.

In my view, it’s the companies that need to evolve, not the workers. These generations are asking for agility, creativity, and purpose in their careers. They want feedback, not once a year in a formal review, but constantly—because they’re committed to growth, not just survival. They’re willing to leave behind jobs that don’t challenge them, that don’t provide meaningful engagement, or that expect them to follow old-school corporate rules without question.

Let’s talk about burnout, too. One of the reasons Gen Y and Z are moving around so much is that traditional job structures are burning them out. These generations understand the importance of mental health and balance in a way that previous generations often didn’t prioritize. When they feel that a job is draining them without providing personal growth, satisfaction, or flexibility, they know it’s not sustainable—and they walk. They’ve learned that work shouldn’t come at the expense of their well-being, and they’re not willing to sacrifice their lives for a paycheck.

So, what’s the solution? Companies need to stop viewing turnover as a failure of the worker and start seeing it as a signal that their workplace culture and structures are outdated. Gen Y and Z are pushing for jobs to be more than just a place you show up to collect a paycheck. They want purpose, they want autonomy, and they want a role that evolves with them, not one that tries to squeeze them into an outdated mold.

In the end, it’s not that these generations have a problem keeping their jobs—it’s that the jobs have a problem keeping up with them. If companies can embrace flexibility, innovation, and the changing expectations of the workforce, they’ll find that Gen Y and Z are more than willing to stick around and make an impact. But if they try to hold onto the old ways of working, they’re going to keep seeing high turnover and dissatisfaction, and they’ll only have themselves to blame.