Stop shaming Gen Z’: Anupam Mittal shares the ‘right strategy’ on job switching

Breaking the Stigma Around Gen Z Job Switching

In a thought-provoking LinkedIn post that has sparked widespread discussion, Anupam Mittal, founder of Shaadi.com and a prominent judge on Shark Tank India, has called for an end to the criticism surrounding Generation Z professionals who frequently change jobs in their early careers. Mittal's intervention addresses what he sees as an unfair narrative perpetuated by so-called "career gurus" who shame young professionals for switching roles annually. Instead of viewing job-hopping as a sign of instability or lack of commitment, Mittal reframes it as an essential phase of self-discovery and exploration that young workers should embrace without guilt or hesitation.

Mittal's perspective challenges conventional wisdom about career loyalty and longevity. He argues that early career years—particularly the ages between 21 and 24—should be viewed as a period of deliberate exploration rather than a time for establishing permanent professional commitments. Drawing an analogy that resonates with many young professionals, he compares this phase to "dating," where individuals test different industries, roles, and workplace cultures to identify what genuinely aligns with their values and passions. This metaphor effectively communicates that exploring multiple opportunities is not a character flaw but rather a necessary process for finding the right professional fit.

The Framework for Career Development

Mittal has proposed a structured approach to career development that offers clear guidance to young professionals navigating the complexities of the modern job market. According to his strategy, individuals aged 21 to 24 should pursue aggressive exploration, switching jobs whenever necessary to discover their true passions and identify career paths that genuinely excite them. During this phase, young professionals should feel empowered to leave positions that don't resonate with their interests or values without experiencing shame or guilt.

However, Mittal emphasizes that this exploration phase must eventually give way to consolidation and stability. Once professionals reach the age of 25, his framework recommends a significant shift in approach. At this juncture, individuals should identify a company or role worthy of serious investment and commit to it for at least four years. This extended tenure allows professionals to experience the complete cycle of professional responsibility and understand the full scope of their industry. Mittal stresses that this extended commitment is not arbitrary but rather based on the natural progression of professional development and learning.

Why Long-Term Commitment Matters

The rationale behind Mittal's four-year commitment recommendation becomes clear when examining the progression of professional development. According to his analysis, the first year in any position is primarily devoted to learning and understanding the fundamentals of the role. The second year shifts toward execution, where professionals begin implementing what they've learned and contributing meaningfully to organizational goals. The third year involves navigating the consequences of second-year decisions while simultaneously scaling successful initiatives. This timeline underscores why shorter tenures often prevent professionals from experiencing the full scope of their responsibilities and understanding the long-term impact of their work.

Mittal notes that when recruiting for senior leadership positions, he almost invariably dismisses resumes lacking at least one sustained tenure of four to five years. This hiring practice reflects his belief that extended commitment demonstrates the resilience and depth necessary for leadership roles. , he stated, emphasizing that aspiring leaders must demonstrate their ability to navigate challenges and maintain commitment during difficult periods.

If you want to be a Founder or a CEO, you need to prove you can stay in the kitchen when it gets hot

Moreover, Mittal highlights the distinction between understanding a specific job and comprehending an entire industry. While mastering a particular role may take approximately one year, gaining meaningful expertise in an entire industry typically requires three to five years. This extended timeline is crucial for professionals who aspire to leadership positions, as industry-wide knowledge provides the comprehensive understanding necessary for strategic decision-making and organizational growth.

A Message Resonating Across Generations

Mittal's perspective has resonated with many young professionals and industry observers who recognize the validity of his nuanced approach to career development. His message effectively bridges the gap between acknowledging the legitimate need for early-career exploration and emphasizing the importance of long-term commitment and depth. By reframing job-switching as exploration rather than instability, he provides reassurance to Gen Z professionals who have been criticized for prioritizing fit and passion over traditional loyalty metrics.

The broader implications of Mittal's framework suggest a fundamental shift in how career success should be evaluated. Rather than measuring success purely through longevity at a single organization, this approach values intentional career development, self-awareness, and the ability to build depth and expertise over time. His advice acknowledges the reality of the modern job market, where career paths are often non-linear and where finding genuine alignment between personal values and professional roles has become increasingly important to workers across all age groups. Ultimately, Mittal's guidance offers a balanced perspective that validates exploration while maintaining that true professional success requires eventual commitment, discipline, and the resilience to navigate the complexities of one's chosen industry.