Why do young people prefer job-hopping?

She says frequently changing jobs allows her to develop new perspectives and discover her hidden strengths. Dedicating her entire youth to one place will not guarantee job security since she can still be laid off if the employer no longer finds value in her, she points out. "Instead of waiting to be laid off when I am older, I would rather create opportunities for personal growth by exploring different companies."

Duc Khai, 28, of HCMC, proudly tells his friends about his pattern of switching jobs every six months. For him, each job change offers a chance to increase his salary, especially as someone with an MBA from Canada. Despite finding jobs that meet his salary expectations, he continues to switch jobs for other reasons like having to work overtime, too many business trips or disagreements with colleagues and superiors. "Given my qualifications, I deserve a better job and better colleagues," he says.

Job-hopping is a clear trend among Gen Z workers, according to surveys. A 2023 survey by human resources company Anphabe found that Gen Z employees expect to stay with a company for only 2.2 years, which is significantly less than Gen Y’s 3.2 years and Gen X’s 4.3 years. A study by Talennet turned up an even lower figure for Gen Z of only 1.7 years. A survey by a job search website in the first half of 2024 found 85% of workers wanting to change jobs, with the 18-24 age group leading at over 96%, followed by the 25-34 demographic (89%).

Psychologists suggest that the phenomenon of young people frequently changing jobs could be linked to the "blue bird syndrome," a term derived from Maurice Maeterlinck's play of the same name. It refers to people dissatisfied with their current lives, constantly seeking better opportunities and idealising their potential, making it hard for them to settle down.

Vu Quang Thanh, deputy director of the Hanoi Employment Service Center, says young workers often seek new job opportunities to enhance their careers and skills, especially if they find positions with higher salaries, a positive work environment or more respect from their superiors. "Compared to previous generations, young workers are less likely to commit to long-term jobs because they have more options in the market. "Rather than pursuing a career within one organization, they can start their own business or work freelance."

Associate Professor Do Minh Cuong, deputy director of the Institute for Business Culture at the Vietnam Business Culture Development Association, says today’s young people do not face the same pressures to support families as previous generations, and tend to make decisions based more on their emotions. "This group has strong egos; they are knowledgeable, confident, and dynamic, but sometimes can be overconfident and have unrealistic views of their abilities."

Huyen My works on freelance projects creating advertising content for companies while searching for a new job, October 2024. Photo courtesy of My

According to experts, job-hopping makes an individual’s career and finances unstable, and may lead to a loss of credibility in the job market, making it harder to build long-term skills and advance in a career.

My admits that her frequent job changes have cost her several opportunities, with prospective employers often rejecting her due to her unstable work history. The instability of her income and interrupted public insurance payments, which are tied to employment, have also caused her significant stress. At times she has felt too embarrassed to meet friends, thinking of herself as inadequate.

Khai’s string of short-term jobs has left him too feeling disillusioned. For almost a year he has struggled to find a satisfying position, relying on his parents’ pension to cover his living expenses. He is now considering pursuing a doctorate abroad to improve his job prospects. He believes that those with "good qualifications will eventually find opportunities that match their level."

According to Thanh, frequent job changes by employees force businesses to spend more on recruiting and training new staff. Companies are also under pressure to offer more attractive benefits to retain employees. "Moreover, when staff leave mid-project, it affects productivity and puts pressure on the remaining employees to take on additional tasks."

Thanh Dat, the director of an advertising company in Hanoi, only hires employees who commit to staying with the company for at least two years. In return, he ensures they are fairly compensated and have opportunities for continuous skill development. He admits this policy is somewhat strict but believes it ensures a stable workflow, preventing key employees from leaving mid-project, which could cause delays and financial losses.

Cuong advises young people to clearly define their career goals and build networks within their companies. He suggests that people should carefully weigh the risks of frequent job changes.

"Instead of quitting when faced with challenges, Gen Z should learn to adapt and overcome difficulties.

"Once you have the skills and prove your worth, you will succeed wherever you are, rather than chasing unrealistic dreams."

On the business side, Thanh suggests that companies should implement fair salary and benefit policies, foster a work environment that encourages learning and skill development, and provide clear career progression paths. Only by meeting these conditions can businesses strengthen the bond between employees and the company, reducing the desire of young workers to change jobs.