Career growth drives Filipino Gen Z retention, study finds

More than half of Filipino Generation Z professionals stay with their employers because of career growth opportunities, according to a new report from global talent solutions firm Robert Walters released on May 18, 2026.

The study found that 52% of Filipino Gen Z workers cited the opportunity for career growth as their primary motivation to remain with their current organization, pointing to upskilling and career development as the focal areas employers must prioritize in retention strategies.

“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,” said Kimberlyn Lu, chief executive officer of Robert Walters Southeast Asia.

Drawing from the company’s 2026 Salary Survey and its Gen Z e-guide, the report found that 50% of Filipino businesses already use mentorship and guidance to attract Gen Z professionals.

Filipino Gen Z workers also continue to value clear, hierarchical workplace structures with established “senior-junior” relationships, the report said.

Some 56% of respondents preferred a transformational style of guidance in which mentors actively “show the ropes” of how the workplace functions, compared with 34% who preferred a hands-off leadership approach.

Across Southeast Asia, 49% of Gen Z professionals expect to stay with a single employer for only one to two years, while 32% expect to stay for three to five years.

In the Philippines, 78% of Gen Z respondents named job security and stability as their top priority in employment decisions, signaling a preference for financially resilient companies that can secure employment in a competitive and volatile market.

“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 that 8% of Gen Z professionals are open to discussing their salaries publicly, while 26% discuss earnings with close colleagues, suggesting wider awareness of peer compensation.

Retention, the study concluded, is no longer driven by competitive salaries alone. Job security and upward mobility within the company are emerging as the dominant factors influencing whether young professionals stay.

Robert Walters said employers should prioritize career growth to strengthen company loyalty and workforce development.

“By offering growth through mentorship and regular milestones, you create an environment where Gen Z professionals choose to stay,” Lu said in the e-guide.