61.6% of New Graduates Consider Resigning After Joining Company – Peak After Golden Week, 54.4% Feel 'Boss Gacha' or 'Assignment Gacha'. Approximately 30% Have 'No One to Consult', Highlighting 'Loneliness' and 'Assignment Environment' as Factors Behind Early Turnover
A survey by DYM Co., Ltd. targeting company employees in their 20s revealed that 61.6% of new graduates consider resigning after joining a company, with the intention to resign peaking after Golden Week. Approximately 30% feel they have 'no one to consult,' and 54.4% experience 'boss gacha' or 'assignment gacha,' underscoring the impact of loneliness and the assignment environment on early career turnover.
📋 Article Processing Timeline
- 📰 Published: May 8, 2026 at 01:50
- 🔍 Collected: May 7, 2026 at 17:32
- 🤖 AI Analyzed: May 7, 2026 at 17:50 (18 min after Collected)
DYM Co., Ltd. (headquartered in Shinagawa-ku, Tokyo; Representative Director and President: Yuki Mizutani), which operates diverse businesses including human resources, web, and overseas medical, as well as M&A and sports, conducted a survey on the actual state of 'early career turnover intentions' targeting company employees in their 20s.
DYM is a company engaged in human resources business, and in fiscal year 2026, it welcomed 444 new employees (including group companies). DYM believes that recruitment does not end with joining the company, but rather involves looking ahead to retention and success after joining.
This survey clarifies the actual situation of early career turnover among new graduates and the underlying factors.
■ Survey Results Summary
・61.6% responded that they 'have thought about quitting after joining the company'
・Intention to resign is concentrated 'immediately after joining ~ within 1 month' and 'after Golden Week'
・Approximately 30% responded that they 'have no one to consult'
・54.4% feel 'boss gacha / assignment gacha'
・Only about 30% recognize that a follow-up system 'exists'
■ 61.6% Consider Resigning After Joining the Company
To the question, 'Have you ever thought about quitting after joining the company?', 61.6% responded 'Yes'.
It became clear that more than half of new graduates consider resigning at an early stage after joining the company.
■ Survey Overview
Survey Name: Survey on the Actual State of Early Career Turnover Intentions
Survey Period: April 2, 2026
Target Audience: Company employees in their 20s
Number of Respondents: 1,000
Survey Organization: Freeasy
■ Intention to Resign Peaks from Immediately After Joining to After Golden Week
Regarding 'the first time they thought about quitting,' in addition to 'within 1 week of joining (15.9%)' and 'within 1 month of joining (April) (17.7%),' a certain number also concentrated 'after Golden Week (early May) (13.8%),' indicating a tendency for turnover to occur from the initial period of joining the company until after the long holiday.
■ Causes are Not Only 'Human Relations' but Also 'Loneliness'
The most common reason for considering resignation was 'human relations (superiors/colleagues)' (28.6%), followed by 'gap in job content' (24.7%) and 'working conditions' (23.6%).
On the other hand, responses such as 'no one to consult' (8.5%) and 'felt lonely' (8.2%) were also observed, revealing that communication issues are also undeniable factors.
■ Approximately 30% Have 'No One to Consult'
Regarding 'someone they can easily consult,' 28.3% responded 'No'.
This indicates that approximately one in four people may be isolated in the workplace, which is considered a cause of early career turnover.
■ Follow-up Systems May Be 'Existing but Not Functioning'
Only 29.6% of respondents recognized that a follow-up system 'exists' at their workplace, while 'does not exist' (36.3%) and 'don't know' (34.1%) were higher, suggesting that in many companies, such systems may not be sufficiently recognized or utilized.
■ More Than Half Experience 'Boss Gacha / Assignment Gacha'
To the question, 'Have you ever felt boss gacha or assignment gacha?', combining 'strongly feel' (22.9%) and 'somewhat feel' (31.5%) amounted to 54.4%, revealing that more than half experience 'boss gacha / assignment gacha'.
The reality that environmental differences due to assignment destination and superiors significantly impact ease of work and retention was highlighted.
■ What is Needed is 'Connections Beyond Direct Supervisors'
To the question, 'What kind of support would have made you not want to quit?', many voices sought connections beyond direct supervisors, such as 'opportunities for interaction among employees,' 'opportunities for interaction with other departments,' and 'consultation partners other than supervisors.'
■ DYM's Initiative: Foster Parent-Child System
This survey revealed that the background of early career turnover among new graduates is significantly influenced not only by job content and treatment but also by communication issues such as 'loneliness' and 'lack of people to consult'.
Furthermore, the reality that environmental differences due to 'boss gacha / assignment gacha' affect retention was also observed. To address these issues, companies are required to build multiple consultation channels and human relationships that do not solely depend on direct supervisors.
Based on this background, DYM has introduced the 'Foster Parent-Child System,' which encourages regular interaction between senior employees and peers across departmental boundaries.
The 'Foster Parent-Child System' is a system that creates a pseudo-family within the company, where new employees are 'foster children,' senior employees with similar years of experience are 'foster older siblings,' and senior employees with 3 or more years of experience are 'foster parents.' New employees can receive care and advice from seniors other than their supervisors.
Through this system, DYM aims to create an environment where new employees do not feel isolated and can receive support from multiple perspectives, enabling them to continue working with peace of mind.
DYM is a company engaged in human resources business, and in fiscal year 2026, it welcomed 444 new employees (including group companies). DYM believes that recruitment does not end with joining the company, but rather involves looking ahead to retention and success after joining.
This survey clarifies the actual situation of early career turnover among new graduates and the underlying factors.
■ Survey Results Summary
・61.6% responded that they 'have thought about quitting after joining the company'
・Intention to resign is concentrated 'immediately after joining ~ within 1 month' and 'after Golden Week'
・Approximately 30% responded that they 'have no one to consult'
・54.4% feel 'boss gacha / assignment gacha'
・Only about 30% recognize that a follow-up system 'exists'
■ 61.6% Consider Resigning After Joining the Company
To the question, 'Have you ever thought about quitting after joining the company?', 61.6% responded 'Yes'.
It became clear that more than half of new graduates consider resigning at an early stage after joining the company.
■ Survey Overview
Survey Name: Survey on the Actual State of Early Career Turnover Intentions
Survey Period: April 2, 2026
Target Audience: Company employees in their 20s
Number of Respondents: 1,000
Survey Organization: Freeasy
■ Intention to Resign Peaks from Immediately After Joining to After Golden Week
Regarding 'the first time they thought about quitting,' in addition to 'within 1 week of joining (15.9%)' and 'within 1 month of joining (April) (17.7%),' a certain number also concentrated 'after Golden Week (early May) (13.8%),' indicating a tendency for turnover to occur from the initial period of joining the company until after the long holiday.
■ Causes are Not Only 'Human Relations' but Also 'Loneliness'
The most common reason for considering resignation was 'human relations (superiors/colleagues)' (28.6%), followed by 'gap in job content' (24.7%) and 'working conditions' (23.6%).
On the other hand, responses such as 'no one to consult' (8.5%) and 'felt lonely' (8.2%) were also observed, revealing that communication issues are also undeniable factors.
■ Approximately 30% Have 'No One to Consult'
Regarding 'someone they can easily consult,' 28.3% responded 'No'.
This indicates that approximately one in four people may be isolated in the workplace, which is considered a cause of early career turnover.
■ Follow-up Systems May Be 'Existing but Not Functioning'
Only 29.6% of respondents recognized that a follow-up system 'exists' at their workplace, while 'does not exist' (36.3%) and 'don't know' (34.1%) were higher, suggesting that in many companies, such systems may not be sufficiently recognized or utilized.
■ More Than Half Experience 'Boss Gacha / Assignment Gacha'
To the question, 'Have you ever felt boss gacha or assignment gacha?', combining 'strongly feel' (22.9%) and 'somewhat feel' (31.5%) amounted to 54.4%, revealing that more than half experience 'boss gacha / assignment gacha'.
The reality that environmental differences due to assignment destination and superiors significantly impact ease of work and retention was highlighted.
■ What is Needed is 'Connections Beyond Direct Supervisors'
To the question, 'What kind of support would have made you not want to quit?', many voices sought connections beyond direct supervisors, such as 'opportunities for interaction among employees,' 'opportunities for interaction with other departments,' and 'consultation partners other than supervisors.'
■ DYM's Initiative: Foster Parent-Child System
This survey revealed that the background of early career turnover among new graduates is significantly influenced not only by job content and treatment but also by communication issues such as 'loneliness' and 'lack of people to consult'.
Furthermore, the reality that environmental differences due to 'boss gacha / assignment gacha' affect retention was also observed. To address these issues, companies are required to build multiple consultation channels and human relationships that do not solely depend on direct supervisors.
Based on this background, DYM has introduced the 'Foster Parent-Child System,' which encourages regular interaction between senior employees and peers across departmental boundaries.
The 'Foster Parent-Child System' is a system that creates a pseudo-family within the company, where new employees are 'foster children,' senior employees with similar years of experience are 'foster older siblings,' and senior employees with 3 or more years of experience are 'foster parents.' New employees can receive care and advice from seniors other than their supervisors.
Through this system, DYM aims to create an environment where new employees do not feel isolated and can receive support from multiple perspectives, enabling them to continue working with peace of mind.