Gen Z and millennials are driving a global shift in career mobility, with over half open to changing industries or job functions.
Notably, 58% of these job seekers have switched careers at least once, and 76% believe it is never too late to do so. Only 14% have never changed careers and have no plans to, making them a distinct minority.
Younger workers are more likely to change roles due to a labor market that has become increasingly worker-centric.
Mainly because their pursuit of change stems from a desire for faster career growth, meaningful work aligned with personal values, flexibility, and greater access to job opportunities through digital platforms.
Not to mention, economic uncertainty and shifts have also encouraged self-reliance over traditional job loyalty.
Furthermore, recent studies show differences in career flexibility across generations. Here are some key statistics to illustrate this point.
Openness to changing job functions:
- 90% of Gen Z workers are considering job changes.
- 92% of Millennials are also contemplating job changes.
- 83% of Gen X workers share this trend.
- 48% of Baby Boomers are considering a job change.
Frequency of career transitions:
- 30% of Millennials have already changed careers at least once.
- 45% of Gen X professionals are open to mid-career transitions.
- 20% of Baby Boomers pursue career changes after age 50.
These findings indicate that younger generations are more open to shifting job functions, while older generations have also undergone significant career transitions, particularly later in life.
Additionally, if financial constraints, time, or qualifications were not concerns, many job seekers would transition into healthcare, finance, education, and technology.
The most common reasons for switching careers include the pursuit of flexibility, lack of career advancement, low pay, and poor work environments. Many also seek to transfer their skills to faster-growing industries.
Nearly 87% of job seekers would change careers if they had the necessary resources. Seeing others work remotely or with flexible schedules has influenced 76% to consider similar opportunities.
Still, obstacles remain. Many hesitate to start over due to a lack of experience, the prospect of a lower salary, or the need to accept a lower-level position. Some feel too invested in their current careers to switch. Economic conditions also play a role, with 67% citing job scarcity as a deterrent.
Hiring managers have mixed views. While 22% report increased career changes, most say the trend has remained steady. Three in four believe fewer job openings will slow the movement.
So what is career mobility & why is it important?
In short, career mobility refers to a person’s ability to move and grow within their career. This includes promotions to higher positions and shifts to different roles or departments.
Types of career mobility
Career mobility includes various pathways through which individuals advance in their professional lives. The main types are:
Cross-functional mobility: This involves moving between different functional areas, such as shifting from marketing to finance. Such transitions help employees develop a broader understanding of business operations, enhancing versatility and adaptability.
Vertical mobility: This traditional form involves rising within the organizational hierarchy, such as moving from a junior to a senior position in the same department. It typically comes with increased responsibilities and compensation.
Horizontal (lateral) mobility: Employees transition to different roles at a similar level, either within the same department or across departments. For example, a marketing associate may move into a sales associate role. This approach broadens skill sets and provides diverse experiences without a change in rank or pay grade.
Career mobility vs. job hopping
Career mobility is about making strategic moves within or between companies to build skills and achieve long-term success. Elliott Hill, for example, started as an intern at Nike in 1988 and worked his way up to CEO over three decades.
Job hopping, on the other hand, involves frequent job changes, often for quick benefits like higher pay. While it can bring short-term rewards, it may also make employers question a candidate’s commitment and reliability.
5 strategies for long-term career growth
As mentioned previously, career mobility involves the progression and transitions individuals make in their careers. But it is also bound to how organizations facilitate these moves to develop and retain talent. Here are five strategies to help with long-term career growth & development.
The first thing to consider is that successful careers require deliberate effort. Professionals who proactively manage their development achieve higher satisfaction and advancement.
1. Continuous learning and skill development
Staying relevant in a dynamic economy is essential. By 2025, half of all employees will require reskilling due to technological advances.
Employers value adaptability and learning agility. Studies show that critical thinking and active learning rank among the most important future skills. Successful professionals consistently expand their expertise through courses, certifications, and experiential learning.
2. Building a strong professional network
Networking extends beyond exchanging contact information—it involves forming meaningful professional relationships.
Research indicates that 70–85% of jobs are secured through networking rather than direct applications. Engaging with peers at industry events, participating in professional groups, and leveraging platforms like LinkedIn provide access to mentorship, job opportunities, and career insights.
Data also shows that 79% of professionals consider networking crucial to career progression.
3. Seeking mentorship and coaching
Employees with mentors are promoted five times more frequently than those without. Mentors provide strategic guidance, while career coaches offer personalized development plans.
Studies indicate that those who act as mentors are six times more likely to receive promotions themselves. Structured mentoring programs have proven to accelerate career growth, with 84% of CEOs attributing key learning experiences to mentorship.
4. Goal setting and feedback
Clear objectives provide direction and motivation. Defining short- and long-term goals, tracking progress, and incorporating regular feedback enhances career development.
Studies show that employees who set specific career goals and seek consistent feedback from managers and mentors advance more quickly. Leading executives, including Microsoft’s Satya Nadella, emphasize the importance of a growth mindset and feedback-driven improvement.
5. Taking initiative and embracing stretch assignments
Stepping outside one’s comfort zone fosters professional growth. Seeking challenging projects, cross-functional assignments or lateral moves broadens expertise and visibility within an organization.
A study in the Journal of Corporate Ownership and Control found that 74.1% of respondents believed job rotations improved their chances of promotion.
Google has implemented structured programs to foster innovation, including the “20% Project,” which allows employees to dedicate a portion of their time to personal projects. This initiative has led to the creation of products like AdSense.
Additionally, Google’s Cloud Technical Residency (CTR) and Cloud Sales Academy (CSA) offer full-time rotational programs within its Cloud division. These initiatives provide hands-on training across various roles, enhancing skill development and innovation.
Internal career mobility: employer strategies for retention
Organizations benefit significantly from fostering internal career mobility. Employees in companies with strong internal hiring stay 41% longer, reducing turnover costs and maintaining institutional knowledge. Strategies for enhancing internal mobility include:
- Transparent internal hiring processes: Companies like Workday increased internal hires by 79% after revamping internal mobility programs.
- Talent marketplaces: AI-driven internal job platforms, such as PwC’s My Marketplace, match employees with relevant opportunities, improving engagement and retention.
- Job rotation programs: Firms like Unilever and IBM have successfully implemented rotation programs to build leadership pipelines and enhance employee skill sets.
- Leadership development initiatives: Companies with structured leadership programs, such as GE’s Crotonville training, consistently cultivate future executives from within.
Navigating career transitions the right way.
Career changes require strategic planning. Nearly 59% of middle-income workers consider transitioning industries, with 44% having a defined plan. Key steps could include the following:
- Leveraging transferable skills: Identifying relevant competencies from past roles facilitates career changes. Hiring managers value problem-solving, leadership, and adaptability across fields.
- Pursuing professional development: Acquiring certifications, upskilling through courses, and gaining hands-on experience accelerates career transitions.
- Networking in a new field: Establishing connections with industry professionals and seeking informational interviews improves job prospects in a new domain.
- Maintaining flexibility: Transitioning may involve lateral moves or short-term sacrifices in title or salary. Data shows that lateral moves often precede significant career progression.
- Utilizing career resources: Professional associations, career coaches, and employer-sponsored development programs provide critical support during transitions.
The role of organizations in employee career mobility
Companies prioritizing employee development gain a competitive advantage. Employees who perceive growth opportunities are far less likely to leave. Key organizational initiatives include:
- Succession planning: Structured development pipelines ensure continuity in leadership roles and reduce hiring risks.
- Formal mentorship programs: Studies show mentorship reduces turnover, with mentees and mentors exhibiting significantly higher retention rates.
- Performance systems integrating career development: Leading organizations incorporate career pathing into performance reviews, aligning employee aspirations with company needs.
- Cultural emphasis on growth: Companies like Microsoft and Intuit foster internal mobility by actively encouraging cross-functional moves and continuous learning.
Emerging trends influencing career mobility
- Remote work implications: Studies indicate fully remote employees are 24% less likely to receive promotions, necessitating structured career development support.
- Internal talent marketplaces: AI-driven job-matching platforms are reshaping internal hiring, with companies like Unilever and Deloitte leading adoption.
- Lifelong learning imperative: The World Economic Forum projects that 50% of employees will require reskilling by 2025. Companies investing in upskilling initiatives, such as AT&T’s $1 billion workforce retraining program, gain a long-term talent advantage.
- Leadership development for a changing workforce: Future leadership programs will emphasize managing remote teams, fostering inclusivity, and adaptability in dynamic environments.
- Data-driven career Mobility decisions: AI-powered analytics are increasingly used to track promotion trends, identify skill gaps, and optimize talent allocation.
Conclusion
Career mobility hinges on proactive skill development, strategic networking, and seizing opportunities.
Organizations fostering internal mobility retain talent and build a resilient workforce. With shifting workplace dynamics, individuals and companies must embrace continuous learning and adaptability to remain competitive.
The most successful professionals and employers will be those who invest in career development as an ongoing, strategic priority.
Whether you’re searching for your next career opportunity or looking for skilled professionals to grow your team, Gini Talent connects top talent with global employers. Let’s build the right match together.
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