Many Gen Z workers entered the workforce during the pandemic and are now in their late twenties, taking on more managerial roles and making hiring decisions themselves. By 2030, Gen Z and millennials are expected to make up 74% of the world's workforce. What are they looking for in a job? Will companies be able to provide that? Below, we'll go over key findings from Deloitte's study, conducted with 22,595 Gen Z and millennial respondents across 44 countries between November 2025 and January 2026, and discuss findings from Gallup's studies.
What shaped Gen Z’s view of work
Every generation is shaped by the events of its time. For Gen Z, that was disruption. Hiring froze, in-person training was replaced by remote work, and the hands-on mentoring that new hires rely on went missing. Disruption has not gone away. It has simply changed form, from a health crisis to a cost-of-living squeeze and fast-moving technology.
Money pressure is the clearest example. For the fifth year in a row, cost of living is the top concern for Gen Zs, named by 38%, far ahead of crime, unemployment, and political instability. Deloitte’s data shows what that looks like in daily life:
- 55% of Gen Zs have delayed major life decisions, such as marriage, starting a family, or starting a business, because of their finances.
- 47% live paycheck to paycheck.
- 51% say they cannot afford to own a house.
- 69% say housing affordability directly affects their career decisions.
Deloitte calls them the “maybe later” generation. Employers who understand that context will read their choices more accurately.
Their strengths: tech fluency and fast adaptation
Gen Z knows how to utilize these new technologies. They have been using them their whole life. AI is one of many. With 74% of Gen Z use AI in their daily lives, up from last year's 57%. Some even use it to better themselves. 79% of Gen Z and Millennials use AI to discover learning resources, and 67% of Gen Z use it to relieve work stress.
However, they are ahead of their companies. With a third stating their company is not teaching their employees how to use AI. 36% of Gen Z believe that AI may not produce truthful or unbiased results. If your company can teach your employees how to use these new AI tools, you will see them grow.
Flexibility is a priority, but not at any cost
People tend to think Gen Z wants to work from home. Gallup shows this isn't true. When asked whether they would rather work remotely or at the office, most Gen Zers said they'd prefer a hybrid environment. A high of 71% want to work in a hybrid environment. Only 23% wanted to work from home compared to 35% of other generations. Gallup also found that Gen Z had the highest percentage when asked if they would like their co-workers in the office more.
They also value work-life balance. Among those who aren't interested in management, 42% said they would be more inclined to become managers if there were more flexible scheduling. Which falls under pay and advancement (53% and 36%, respectively). You can achieve work-life balance by allowing them to manage their time based on the work they do.
Mentoring and belonging
When employees work from home or in a hybrid environment, they may forgo mentorship. Jim Harter, chief scientist at Gallup, believes mentorship is most important for those at the beginning of their careers. Those working remotely as members of Gen Z are unsure how they can contribute to the greater good. If your company allows a hybrid working schedule, certain days will allow junior and senior employees to be in the office.
Having friends can play a role as well. 69% of Gen Zers have a best friend at work. They are also more likely to say they will stay 5+ years (48% vs 33%).
Employees can also mentor each other. They can learn how to make decisions from more senior employees. And learn about technology and AI from members of Gen Z. If a senior employee were to leave, you want to know your team can continue to perform. Only 54% of Gen Zers believe their team can if that person leaves.
Mental health and loneliness
Gen Z is more open about mental health than earlier generations, and employers have responded. 63% of Gen Zs now rate their mental health as good or extremely good, up from 52% last year, and 69% say their employer takes mental health seriously. Even so, stress remains common:
- 34% feel anxious or stressed most or all of the time.
- 48% say they feel burned out.
- 58% report digital fatigue from constant alerts and tools.
- 71% needed time off for stress, but only 41% took it, and 21% of those gave a different reason.
Gallup’s global data points in the same way. Among employees under 35, 19% are engaged at work, 42% experienced significant daily stress, and 23% felt lonely. Gen Z may not signal distress in the way older colleagues do. Low morale, absence, and quiet withdrawal can be the first signs, so managers need to check in regularly rather than wait for a request.
The bottom line
Gen Z are digitally savvy, know how to use AI and have an open mind about being flexible. There are some challenges as well, such as money, stress and lack of mentorship. Providing training and mentorship will benefit your business. Allow them to work flexibly but stay connected to others. Provide them with mental health resources. Everyone can learn from one another and utilize what each generation has to offer.
Daniel Parker
is a seasoned educational writer focusing on scholarship guidance, research papers, and various forms of academic essays including reflective and narrative essays. His expertise also extends to detailed case studies. A scholar with a background in English Literature and Education, Daniel’s work on EssayPro blog aims to support students in achieving academic excellence and securing scholarships. His hobbies include reading classic literature and participating in academic forums.
