Contrary to long-held assumptions about climbing the corporate ladder, Gen Z and millennials are rethinking what success looks like. According to Deloitte’s 2024 Global Gen Z and Millennial Survey, while career progression is still important, reaching a leadership position is no longer the ultimate goal.
Only 6% of Gen Z respondents said that becoming a leader is their top career aspiration. Instead, they are more drawn to roles that offer personal fulfillment, flexible schedules, and a healthier work-life balance. For many in this younger workforce, success is less about title and more about balance and impact.
A New Kind of Ambition: Fulfillment Over Hierarchy
What Gen Z and millennials prioritize today is different from previous generations. Deloitte's findings show that this cohort wants mentorship, learning opportunities, and a workplace culture that supports continuous development, not just job promotions.
But many feel managers aren’t delivering. The survey highlights a disconnect: Gen Zs and millennials crave inspiration, coaching, and growth, while their managers often focus on task management and oversight. This shift in expectations challenges traditional leadership styles and signals a need for companies to rethink managerial roles.
AI Isn’t Replacing Them, It’s Reframing Work
Gen Z and millennials are not afraid of emerging technologies like generative AI — they’re preparing for it. A strong 74% of Gen Zs and 77% of millennials believe GenAI will significantly impact their jobs within the next year. Rather than resisting change, they’re investing in upskilling and digital training to ensure they stay relevant.
This proactive mindset reflects a generation that understands the fluid nature of modern careers and wants to collaborate with technology, not compete against it.
Purpose Is the New Paycheck
One of the strongest themes in Deloitte’s findings? A sense of purpose. For 89% of Gen Zs and 92% of millennials, having a clear purpose at work is essential to their job satisfaction and overall well-being.
They want their roles to mean something beyond just a paycheck — whether it’s contributing to societal good, environmental responsibility, or ethical innovation. The takeaway for employers? Meaningful work matters. Companies that fail to provide it risk losing talent to those that do.
Mental Health Drives Meaning at Work
Deloitte’s survey also draws a direct connection between mental well-being and perceived impact. Among respondents with good mental health, 67% of Gen Zs and 72% of millennials reported feeling like they make a meaningful contribution to society through their work.
This insight underscores the importance of supporting employee mental health, not just as a benefit, but as a business imperative that fuels motivation, purpose, and retention.
The modern workforce is evolving — and fast. For Gen Z and millennials, career success isn’t about climbing up — it’s about growing forward. They want meaningful work, mental well-being, skill-building, and a sense of purpose.
Organizations that recognize these values and adapt accordingly won’t just attract talent, they’ll keep it.
