A research report published by Persol Research and Consulting Institute analyzing the decline in growth orientation among young employees and proposing the need to redefine "growth" in the AI era, based on survey data from 2023 onwards.
Key Points
1. Survey Overview
- Research Institute: Persol Research and Consulting Institute
- Publication Date: July 1, 2025 (announced June 30)
- Survey Subjects: Full-time employees nationwide (20s-60s)
- Survey Period: Continuous survey from 2023-2025
- Key Finding: Significant decline in growth orientation among young employees
2. Reality of Declining Growth Orientation
- Decrease in Growth Emphasis:
- 20s-30s: Approximately 10% decrease in valuing "growth through work"
- 40s and above: No change (widening generational gap)
- Stagnation in Learning Activities:
- "Doing nothing in particular": Increased by about 10 points
- Self-development time: Decreased from monthly average of 5 hours to 3 hours
- Qualification acquisition desire: Decreased from 30% to 20%
- Changes in Career Consciousness:
- Declining interest in long-term career formation
- Strengthening of status quo orientation
3. Analysis of Background Factors
"Whitening" of Workplace Environment
- Impact of Work Style Reform:
- Significant reduction in overtime hours
- Decrease in challenging work opportunities
- Culture that doesn't tolerate failure
- Changes in Management:
- Excessive power harassment prevention awareness
- Avoidance of strict guidance
- Dilution of feedback
- Resulting Impact:
- Loss of growth realization
- Lack of sense of achievement
- Decreased motivation
Impact of Generative AI
- Concerns about Skill Obsolescence:
- Decreased value of conventional skills
- Questions about meaning of learning investment
- Unclear career paths
- AI Substitutability:
- Progress in automation of routine work
- Relative decrease in value of specialized knowledge
- Anxiety about unique human value
- Impact on Learning Motivation:
- "Don't know what to learn"
- Doubts about return on investment
- Strengthening of short-term perspective
4. Generational and Attribute Analysis
- Generational Gap:
- Gen Z (early 20s): Most significant decline
- Millennials (30s): Gradual decline
- Gen X and above (40s+): No change
- Gender Differences: No significant differences observed
- Company Size: Stronger declining trend in larger companies
- By Job Type: Particularly notable in administrative and technical positions
5. Organizational Impact
- Short-term Impact:
- Decline in innovation capability
- Slowing productivity improvement
- Decrease in organizational vitality
- Medium to Long-term Risks:
- Shortage of next-generation leaders
- Difficulties in technology succession
- Decline in competitiveness
- Impact on Organizational Culture:
- Decline of challenge culture
- Strengthening conservative climate
- Retreat from learning organization
6. Evolution of Growth Concept
- Traditional Growth View:
- Skill acquisition and improvement
- Rising positions and status
- Deepening expertise
- Need for New Growth Perspective:
- Emphasis on adaptability and flexibility
- Development of creativity and originality
- Enhancement of humanity and empathy
- Growth in AI Era:
- Ability to collaborate with AI
- Critical thinking skills
- Ethical judgment capabilities
7. Recommendations for Companies
Environmental Preparation
- Setting Appropriate Challenges:
- Setting stretch goals
- Culture viewing failure as learning opportunity
- Balance with psychological safety
- Creating Growth Opportunities:
- Increase in project-based work
- Promotion of delegation
- Internal entrepreneurship system
Redesigning Human Resource Development
- AI-Era Skill Map:
- Clarification of unique human abilities
- Presentation of learning roadmaps
- Visualization of career paths
- Learning Support System:
- Individually optimized learning programs
- Strengthening mentoring and coaching
- Securing learning time
Management Reform
- Growth-Supporting Management:
- Qualitative improvement of 1-on-1s
- Fostering feedback culture
- Co-creation of growth goals
- Review of Evaluation System:
- Evaluation of growth process
- Encouragement of challenges
- Tolerance for failure
8. Redefinition of Growth
- Recognition of Diverse Growth:
- Not just vertical but also horizontal growth
- Deepening expertise and cross-domain capabilities
- Integration of hard and soft skills
- Respect for Individual Values:
- Work-life balance-oriented growth
- Social contribution-oriented growth
- Self-realization-oriented growth
9. Social Implications
- Collaboration with Education:
- Strengthening practical aspects of university education
- Enhancement of recurrent education
- Deepening industry-academia collaboration
- Policy Support:
- Human capital investment promotion tax system
- Reskilling support programs
- Career formation support
10. Future Outlook
- Short-term Response:
- Sharing current situation awareness
- Setting up dialogue opportunities
- Creating quick wins
- Medium to Long-term Transformation:
- Transformation of organizational culture
- Establishment of new growth models
- Sustainable human resource development
This survey reveals that two major changes - work style reform and the AI revolution - are fundamentally affecting young employees' views on growth. Companies urgently need to break free from traditional growth concepts and build growth definitions and support systems suited to the new era.