Insider Spotlight
The company’s latest findings showed that 52 percent of Filipino Gen Z professionals cited opportunities for career growth as the primary reason for staying with their current organization.
The study suggests companies may need to strengthen upskilling and mentorship initiatives to improve retention amid intensifying competition for talent.
Kimberlyn Lu, chief executive officer at Robert Walters Southeast Asia, said younger workers are increasingly driven by continuous development rather than long-term tenure.
“Gen Z is not afraid to move quickly if their developmental needs are not met. They view a career as a series of challenging roles rather than a single, long-term commitment.”
The big picture
The Robert Walters 2026 Salary Survey found that 50 percent of Filipino businesses already use mentorship and guidance programs to attract Gen Z talent.
Meanwhile, 56 percent of Gen Z professionals said they preferred a transformational leadership style where mentors actively guide them through workplace processes, compared with 34 percent who favored a more hands-off approach.
The findings, which came from a company release, also highlighted that Filipino Gen Z professionals continue to value clear workplace hierarchies and established senior-junior relationships despite the growing popularity of flatter organizational structures.
Across Southeast Asia, nearly half or 49 percent of Gen Z professionals see themselves staying with a company for only one to two years, while 32 percent expect to remain for three to five years.
Why it matters
Despite their reputation for job-hopping, stability remains a major consideration among younger Filipino workers. The report showed that 78 percent of Gen Z professionals in the Philippines prioritize job security and stability when making employment decisions.
Robert Walters said this reflects growing preference for financially resilient employers that can provide assurance during volatile market conditions.
“To retain this dynamic generation, companies must move beyond mere salary packages and actively invest in tangible growth pathways and leaders who can genuinely inspire their teams," Lu added.
The report also found Gen Z professionals to be more transparent about compensation, with 8 percent openly discussing salaries and 26 percent sharing pay details with close colleagues.
Robert Walters said companies that combine career progression opportunities, mentorship, and workplace stability are more likely to strengthen loyalty among younger professionals. —Princess Daisy C. Ominga | Ed: Corrie S. Narisma
