Gen Z, Millennials Redefining the Future of Work

As Generation Z and Millennials become the dominant force in the workforce, understanding their values, motivations and definitions of success is critical for any organization aiming to thrive in the future of work.

Deloitte Global’s 14th annual Gen Z and Millennial Survey explored these perspectives across 44 countries. Drawing insights from 23,482 respondents, the study revealed a generational shift of professionals who are questioning traditional workplace expectations, moving away from outdated structures and seeking careers that align with their values and sense of purpose.

“Gen Zs and millennials began their careers amid a pandemic and financial crisis—events that shaped their values around work/life balance, meaningful work, and financial stability,” said Elizabeth Faber, Deloitte Global’s chief people and purpose Officer, in the survey report. “As [generative artificial intelligence] transforms the workplace, employers must rethink how to support these evolving priorities through modernized structures and thoughtful use of technology.”

Conducted from October through December 2024, the survey combined quantitative and qualitative insights to provide a nuanced understanding of how Gen Z and Millennials are reshaping the workforce and what businesses.

The following are a sample of some of the survey’s findings related to work and employment.

Learning and Leadership Gaps

Gen Z is more focused on work/life balance than climbing the corporate ladder: Only 6% of Gen Z respondents said their primary career goal is to reach a senior leadership position.

When asked why they chose their current employer, learning and development ranked among the top three reasons—behind work/life balance and opportunities for career progression.

Millennials also reported prioritizing growth, yet many said they feel their managers are falling short in supporting their development. Across both generations, respondents stressed the importance of a workplace culture that champions continuous learning—starting with onboarding, then evolving throughout their careers.

The respondents clearly expressed that leadership development must keep pace, according to Deloitte. They feel managers need more than operational skills; they need the training and support to lead people effectively and create environments in which talent can thrive.

Soft Skills and GenAI Integration

With generative AI transforming how work is done, respondents from both generations stressed the rising importance of soft skills. Most Gen Z respondents (57%) and Millennials (56%) reported using GenAI in their daily work—and most view it positively. Respondents said the technology improves the quality of their work, allows more time for strategic tasks and supports better work/life balance.

Respondents also emphasized the need for training to help them adapt and thrive alongside AI. Leaders who communicate clearly about AI’s role in job transformation and link it to long-term career growth can build greater trust and readiness across their teams.

In addition, more than 80% of Gen Z and Millennial respondents said developing soft skills, like empathy and leadership, is even more important for career advancement than honing technical skills.

Mental Health and Workplace Stress

Respondents from both generations said they believe that supporting employee mental well-being must start with tackling the root causes of workplace stress—especially financial pressures and concerns for family health and welfare. More than 30% of respondents (35% of Gen Z and 33% of Millennials) said their job is a major source of stress.

To address this, according to the report, managers should remain closely attuned to the stressors impacting their teams and take active steps to reduce them. Organizations that make mental health a visible priority are more likely to experience stronger engagement, improved retention and overall performance gains.

Purpose-Driven Mindset

Gen Z and Millennials increasingly seek purpose in their work or, at the least, the flexibility and resources to create meaningful change outside of it, according to Deloitte’s report. In qualitative interviews, many emphasized the importance of making a positive contribution to society. Yet about 25% of Gen Z respondents and 22% of Millennials said their current job does not align with their personal values and beliefs.

When alignment is not possible, these generations often prioritize work/life balance and higher compensation—enablers that allow them to pursue purpose on their own terms, beyond the workplace, according to Deloitte.

Purpose does not look the same for everyone, according to the report: Effective leaders know how to tap into it at the “unit of one.” Understanding what motivates individuals can help organizations inspire purpose, boost engagement and unlock innovation.