A shocking new survey reveals that Gen Z workers are preparing for another wave of job-hopping, but this time it’s different. While the “Great Resignation” of 2021-2022 was about escaping toxic workplaces, the emerging “Great Resignation 2.0” is purely about money—and college dropouts are uniquely positioned to win.

The Numbers Don’t Lie: Gen Z Is Ready to Walk

According to a comprehensive study by background screening platform Checkr, 51% of Gen Z workers (ages 18-27) say they’ll find a new job if they don’t receive a raise in 2025. That’s more than double the 20% of Baby Boomers who would make the same move.

The generational divide is striking. While 47% of Millennials also threaten to leave without raises, older workers demonstrate significantly more loyalty—or resignation to their current compensation.

“Gen Z, in particular, are in the early stages of their careers and are more likely to take risks, especially if they feel they aren’t being fairly compensated in the face of higher prices across the board when it comes to the cost-of-living,” Alex Beene, a financial literacy instructor for the University of Tennessee at Martin, told Newsweek.

The survey also revealed that Gen Z reports the lowest happiness levels at work (just 25%) compared to 50% for Baby Boomers, and a staggering 43% of Gen Z workers believe they’re underpaid—the highest percentage among all generations.

Financial expert Kevin Thompson notes that “competition for talent is fierce, and companies understand they need to pay up to attract and retain top performers.” However, the key word here is “performers”—and that’s where college dropouts have a massive advantage.

Why College Dropouts Are Positioned to Win This Battle

Here’s the uncomfortable truth that traditional career advice won’t tell you: college dropouts often have a significant advantage in the raise game because they’ve already proven they can succeed without following conventional paths.

While debt-laden college graduates feel entitled to high salaries based on their degrees, dropouts understand that results matter more than credentials. This mindset shift is crucial because, as HR consultant Bryan Driscoll explains, younger generations are “demanding respect for their work and yes, that’s often shown through higher wages.”

Dropouts typically bring three advantages to the negotiation table:

1. Results-focused mentality: Without a degree to lean on, you’ve learned to demonstrate value through actual performance
2. Hunger and adaptability: You’re accustomed to proving yourself and taking on challenges others might avoid
3. Lower overhead pressure: While college grads struggle with student loan payments, you likely have more financial flexibility to take strategic career risks

5 Strategies to Get Raises Without Ultimatums

Instead of joining the resignation threat brigade, smart dropouts can use these proven strategies to secure raises while their degree-holding peers are job-hopping:

1. Document Your Value Creation

Keep a detailed record of your contributions. Track revenue generated, costs saved, problems solved, and processes improved. Create a “wins folder” with specific examples:

• “Streamlined inventory process, reducing weekly ordering time by 3 hours”
• “Identified cost-saving opportunity that saves company $500/month”
• “Trained 2 new employees, reducing supervisor workload”

2. Master the Art of Strategic Visibility

Don’t just do great work—make sure the right people know about it. Send weekly update emails to your supervisor highlighting your key accomplishments. Volunteer for cross-departmental projects that expose you to senior leadership. When you solve problems, document the solution and share it with your team.

3. Become the Problem-Solver, Not the Problem-Creator

While your college-educated peers might complain about workload or compensation, position yourself as the person who finds solutions. When challenges arise, come with proposed fixes, not just complaints. This makes you indispensable rather than replaceable.

4. Time Your Request Strategically

Don’t demand a raise during company budget crunches or after poor quarterly results. Instead, time your conversation after:

• Completing a major project successfully
• Receiving positive client feedback
• During annual review cycles
• When your supervisor is in a good mood and has time to talk

5. Build Your Backup Plan Quietly

The strongest negotiating position comes from having options. While building your case for a raise, also:

• Update your skills through online courses
• Network within your industry
• Keep your resume current
• Research salary ranges for your role

This isn’t about threatening to leave—it’s about knowing your worth and having confidence in your ability to find opportunities elsewhere if needed.

The Smart Money Move for 2025

While Gen Z threatens mass resignations, successful college dropouts are playing a smarter game. Instead of job-hopping for 10-15% salary bumps (while dealing with job search stress and adjustment periods), they’re building lasting value within their current organizations for potentially larger gains.

Remember: companies would rather give a good performer a 20% raise than deal with the $15,000+ cost of hiring and training a replacement. Your job is to make them see you as that good performer worth investing in.

The data shows that 71% of Gen Z believes they’ll achieve financial success in their lifetime. For college dropouts who combine this optimism with strategic thinking and relentless value creation, 2025 could be the year you prove that success doesn’t require a degree—just the right approach.

Ready to build wealth without a degree? Check out our guide on escaping the paycheck-to-paycheck cycle and learn how to build credit without traditional credentials.

Sources: Newsweek, Checkr Survey 2024, Bureau of Labor Statistics