Millennials are the most likely to “quiet quit” in Hong Kong, as 45% reportedly have done so due to job dissatisfaction. One in three Millennials also refuse to go to the office when they feel dissatisfied with their jobs, compared to 21% of Gen Z and 18% of Gen X workers who exhibited similar behaviour.
Randstad - the world’s largest talent agency - today released its 2025 Workmonitor research in Hong Kong. The study reveals that the Millennial generation is grappling with deeper issues at work that are affecting their job satisfaction and trust in their employers.
While more than 80% of Gen Z and Gen X workers said that their jobs offer a healthy work-life balance, only 66% of Millennials felt the same.
job dissatisfaction leading to quiet quitting and disengaged employees
Millennials who were shaped by prior generations who emphasised hard work and education are now changing their value systems. The city’s rising cost of living, ageing population and shifting trends in the labour market have accelerated this shift.
Many Millennials are rejecting the traditional culture of hard work, and are now seeking more autonomy and less monotony in their careers.
millennials trust gap: learning, development, and growth
The survey reveals a significant gap between the expectations and trust levels of Millennials in the workplace.
2 in 5 Millennials believe that employers are responsible for offering promotions and added responsibilities, while nearly half (47%) expect employers to provide training and upskilling opportunities in tech and AI—higher than those of other generations.
However, this enthusiasm is tempered by a lack of trust. 44% of Millennials trust their employers to deliver on these career progression opportunities, such as upskilling and promotions. This contrasts sharply with Gen Z (62%) and Gen X (57%) workers, who express higher levels of trust. Furthermore, 32% of Millennials doubt their employers' commitment to investing in training or keeping pace with technological advancements.
In Hong Kong, 41% of Millennials have resigned from their jobs because they could not trust their leadership team. 43% of Baby Boomers have done the same.
The clear difference in trust between Millennials and other generations sheds light on challenges with employee engagement and retention. Employers who have seen a surge in Millennial resignations over the past year must look beyond surface-level issues and address the deeper concerns to meet the expectations of this critical demographic.
Despite having driven good job growth momentum up until now, Millennial employees seek more guidance from employers on not only what skills to upskill, but also how to secure promotions and job security amid rapid digital transformation. When these expectations are not met, they may feel neglected and lose trust in their leaders' ability to support their professional growth.
the employer-employee dynamic in career growth, upskilling, and trust
millennials are skeptical about transparency and trust
Many Millennials also doubt their employers’ transparency, notably 37% who don’t trust their employers to share business decisions that impact their role. 36% of Millennials question transparency about company finances and 34% are unsure about their employer’s transparency in transformation projects.
The business landscape has changed significantly since COVID, marked by large-scale business restructuring, AI-driven disruptions, and a shift in focus on regional growth. However, these shifts have led many workers to perceive that businesses are prioritising profits over employee well-being and growth, eroding trust between employers and employees.
Employers need to take an active role to rebuild trust, by providing open communication and transparency about business performance and outlook, and empower their talent with the information needed to understand their role in the company's success and secure their career growth.
millennials are skeptical about transparency and trust
The lack of trust at work among Millennials can be seen in their workplace interactions and productivity.
While 92% of Gen X respondents socialise with their colleagues at work, only 69% of Millennials do so. At work where collaboration is considered important to many companies, 26% of Millennials said that they will not perform better even if they feel that they know their colleagues. This is compared to 19% of Gen Z and 6% of Gen X respondents who feel the same way.
download randstad hong kong 2025 workmonitor report
Fostering meaningful relationships and creating inclusive environments are essential for attracting and retaining talent in Hong Kong’s competitive labour market. Employers who prioritise building trust and cultivating workplace friendships stand to benefit from higher productivity, happier employees and improved talent retention.
For more insights into workforce trends and strategies for creating inclusive and engaging workplaces, download the Randstad Hong Kong 2025 Workmonitor report.
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