The weather has turned chilly and so have the workplaces in Cebu.

I have seven close friends who are in executive, managerial, or supervisory positions in different industries such as digital tech, corporate real estate, media, marketing, and hospitality.

All of them experienced at least one resignation from their new hires, mostly fresh graduates from the age of 22 to 24, or from the Generation Z (Gen Z) era. I have to admit that is a worrying coincidence.

Studies such as that of Oliver Wyman, LinkedIn, Axios, and others have extensively revealed why Gen Zs are job hopping like wild rabbits on a carrot field.

In summary, Gen Zs are always looking for better opportunities, flexible working hours and spaces, a vibrant working environment, and of course, better pay.

This trend among the new generation will most likely not change soon until perhaps another economic turmoil hits and forces these youngsters to change their career game plans.

(If you are a Gen Z, you can stop reading now. Nothing beyond this point will soothe you.)

Understandably, this poses a problem for managers, employers, human resources, and executives.

It’s difficult for employers to grow business profits when their workforce turnaround time is less than or only a year.

My human resource manager friend said that their company is changing policies and has strictly withheld better benefits for new hires because it simply costs more.

The company may offer a relatively high starting pay for rank-and-file employees and several allowances, but it also reduced health benefits, removed performance-based bonuses, and restricted overtime.

“Since Gen Zs are asking for flexible time, then we’re not paying for overtime,” she said.

Another friend who owns his pastry shop said he refuses to hire a Gen Z in any supervisory position. He is willing to pay more for older, more experienced employees because they are more likely to stick through for a few years.

However, he will hire Gen Zs for rank-and-file positions since new hires are especially enthusiastic and will work with burning fire—that is until they burn out.

For me, this coping mechanism of employers to combat Gen Zs’ work habits only creates a cycle that will eventually disadvantage workers.

Employers will find more reasons not to provide long-term essential benefits because they don’t expect employees to stay, and in turn, young workers will keep wanting to leave their jobs because the benefits will never be enough.

A friend, who works in admin, said businesses should create non-critical positions for starting workers, with the expectation of faster turnaround.

Businesses should also create a meaningful work environment where people can grow and rise through the ranks.

Most of all, employers have to provide decent wages and appropriate allowances or benefits as well as flexible work arrangements to keep workers longer.

Lastly, if you’re serious about keeping an employee, keep them with a bond—a contract that ties an employee to a company for a stipulated amount of time.

But you better be ready for that long-term relationship. My question is, are you?