Employers must step up on career development Employers who don’t want to hit the engagement and retention cli昀昀 must take a more proactive approach to career development. This means laying the groundwork for important and regular career conversations between employees and managers — and also creating the supporting structure that demonstrates a path forward for employees. Demand for career opportunities is the leading edge of a new normal These are changes employers must get ahead of — and quickly — if they want to keep up with the evolving needs of their workforces. Millennials and Gen Z currently account for 38% of the global workforce — a percentage that will rise to about 58% by 2030 — and they are even more likely than their elders to be seeking career development. Voluntary turnover set new records in 2022 — particularly among younger workers. In fact, according to LinkedIn research, 72% of Gen Z and 66% of millennials are thinking about quitting — compared with only 55% of Gen X and 30% of baby boomers. According to Oliver Wyman data, while Gen Z is more willing to jump for better career prospects than older workers, 70% say they are both “loyal” to their employers and either actively or passively seeking new jobs. Our own Betterworks survey found that when career paths are there, Gen Z and millennials are not that much more eager to jump ship than anyone else: 72% of both Gen Z and millennials said they would prefer to advance in their current companies versus 77% of those 45-60 and 78% of those over 60. 6 Avoiding the Engagement and Retention Cli昀昀