Retaining the Next Generation Workforce 💼 Cultivating Loyalty in a Restless Workforce: Why Gen Z and Millennials Leave—and How to Get Them to Stay

High turnover. Quiet quitting. Job hopping. For HR leaders across industries, retaining top talent—especially younger employees—has become a growing challenge.

By 2026, Gen Z will make up over a quarter of the workforce in the Philippines. Alongside millennials, they are shaping the new world of work: mission-driven, value-conscious, and practical about pay. But they're also not afraid to walk away—40% plan to leave their job within two years, and over 50% have job-hopped at least once in the past five years.

So what’s really driving this movement—and how can HR leaders adapt?

📌 Gen Z Priorities: It’s Not Just the Money

Ateneo de Manila University's 2024 study on Filipino Gen Z workers revealed a few critical truths:

• They want financial independence, but more than that—they want to support their families and contribute to society.
• They value learning and career growth, mental health, and a sense of purpose.
• They are motivated by personal achievement, and want work that aligns with their values—not just a paycheck.

Sound familiar? It should. These are the same areas where many organizations fall short—especially when employee benefits and workplace culture are outdated or under-prioritized.

🎯 HR’s Opportunity: Build a Culture that Cares—and Invests in People

Companies often lose Gen Z and millennial talent not because they’re underperforming, but because they’re under-supported. From onboarding to promotion, every moment is a chance to either build loyalty—or lose it.

1. Start With Smart Onboarding

Nearly 30% of new hires decide in the first week whether they’re staying long-term. HR leaders must create an onboarding experience that welcomes and equips employees—not just for the job, but for a career path. Pair new hires with mentors, personalize their onboarding plans, and emphasize how their work contributes to broader goals.

2. Offer Flexibility with Structure

In a LinkedIn survey, 72% of Gen Z employees said they left a job—or considered leaving—because of lack of flexibility. But flexibility doesn’t mean chaos. It means choice: flex hours, hybrid models, condensed workweeks. Make space for autonomy without sacrificing accountability.

3. Redefine Employee Benefits as a Strategic Tool

Gone are the days when basic HMO and a 13th month pay were enough. Today’s workforce wants benefits that:

• Support mental health and well-being
• Include preventive care and diagnostics
• Enable access to healthcare for their families
• Promote financial resilience

That’s where Hati Health steps in.

💡 The Hati Health Edge: Benefits That Work for Today’s Workforce

Hati Health helps companies design customizable, meaningful corporate health and wellness packages that:

• Address physical, mental well-being
• Connect employees to care providers through a seamless digital experience
• Support family-focused benefits, such as maternal care, PCOS support, and access to preventive screenings
• Educate employees through trusted health content and expert-led webinars

Our goal is to turn health benefits into a powerful part of your Employer Value Proposition (EVP)—because when employees feel cared for, they stay.

🌱 Building a Future-Proof Workforce Starts With Listening

Gen Z and millennials aren’t “difficult”—they’re just different. They’re asking better questions: Is this job aligned with my goals? Does my work make an impact? Can I take care of myself and my family here?

HR leaders must be ready with better answers—and better benefits.

📣 Want to transform your employee benefits strategy? Talk to Hati Health today. Together, we can build a healthier, more loyal workforce.