New research from Gateway Commercial Finance highlighted that the majority of Gen Z professionals—58 percent—said they have taken jobs they view as “situationships” where they do not intend to stay in the long-term. These low-commitment roles are a reflection of the shift away from seeing jobs as permanent or deeply personal investments.

Additionally, the research shows that only 1 in 4 Gen Z employees stated they are invested in their job for the long term. For many other Gen Zers, the exit strategy was already being considered as 47% had intentions to leave their current job within the next year while half of that group were ready to leave their positions at a moment’s notice.

According to the research, the most worrying for companies might be that close to 1 in 3 Gen Z employees or 30 percent have ghosted an employer—quitting without notice or explanation. This lack of formality showcases just how transactional the workplace can be for this generation.

As a rection, a quarter of hiring managers said they view short stints on a Gen Z resume as a red flag. More critically, over a third—36 percent—said they had said no to Gen Z candidates because they were worried about job-hopping.

However, some companies are implementing proactive initiatives to encourage retention. The most popular strategies included providing more flexible scheduling—48%—and creating a clearer growth paths (42 percent). Other approaches are enhancing benefits and mentorship programs—both at 34 percent— and giving bonuses or raises at 25 percent.

These responses are a reflection of a growing awareness that to retain Gen Z talent, employers have to offer more than just a paycheck. They must create from day one adaptable roles that are growth-oriented and rewarding, according to the research.