Filipino Gen Z workers prioritize career growth over pay, says Robert Walters study

52% of Filipino Gen Z professionals cite opportunity for career growth as the primary motivation to stay with their current organisation, according to a new report by global talent solutions partner Robert Walters. Upskilling and career development are expected to be the primary focus that organisations need to implement in retention strategies.

Kimberlyn Lu, Chief Executive Officer at Robert Walters Southeast Asia, comments, “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.”

Robert Walters 2026 Salary Survey reveals that 50% of Filipino businesses utilize mentorship and guidance to attract Gen Z professionals. Additionally, the company’s Gen Z e-guide highlights as well that Filipino Gen Z professionals still see the importance of clear and concrete hierarchal structures at work where ‘senior-junior’ relationships are established.

56% of Gen Z professional prefer a transformational style of guidance where mentors can actively ‘show the ropes’ in how the workplace functions and performs. The number is larger compared to the 34% who prefers a hands-off approach in leadership.

Nearly half (49%) of Gen Z professionals across Southeast Asia see themselves staying at a company for 1-2 years, while 32% expect to remain for 3-5 years.

In the Philippines, 78% Gen Z professionals see job security and stability as their priority in employment decisions. This indicates that Gen Z professionals prefer financially resilient companies that assures their employment, particularly when the market is competitive and volatile.

Lu also adds, “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.”

Gen Z professionals are also more open in discussing their salaries openly (8%) or with their close colleagues (26%), indicating that Gen Z professionals are aware of their coworkers’ salary packages or earnings.

Retention is no longer influenced by just competitive salaries. Assurance on job security and upward mobility within the company are now becoming the trends for professional to stay in their current companies.

Employers are strongly encouraged to prioritise their professionals’ career growth to strengthen company loyalty and workforce development.

In the Gen Z e-guide published by Robert Walters, Lu says, “By offering growth through mentorship and regular milestones, you create an environment where Gen Z professionals choose to stay.”

Download the Gen Z e-guide here: Gen Z at work in Southeast Asia 4 key steps for building lasting loyalty

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