How millennials and Gen Z are reshaping working life: money, meaning and wellbeing

A generational shift is under way in the job market. Over the past ten years, millennials have shaped working life with their demands for balance, development and meaning. Now Gen Z is stepping in with new perspectives and equally high expectations, but with an even stronger emphasis on authenticity, wellbeing and social responsibility.

Together, these two generations represent a new view of working life. A view where work is not everything in life, but an important part of it. Where development is as much about growing as a person as about earning more. And where loyalty is built through trust, flexibility and a sense of meaning.

For employers, this means a clear shift. From talking about career ladders and hierarchies to creating a sense of development, community, balance and fairness.

A generation on the move

Millennials, born between 1981 and 1996, have lived through financial crises, globalisation and the digital revolution. They have seen what an imbalance between work and life can cost, and they prioritise security and personal development.

Gen Z, born between 1997 and 2012, grew up in a world that is always connected and constantly changing. They are used to everything moving fast, information being available and companies being openly scrutinised. They want to work for organisations that stand for something, take a stand and where their voice matters.

Both generations look for employers who are genuine, caring and open. They want to feel seen, to have influence and to grow.

What the new generation values at work

According to Deloitte’s global Gen Z and Millennial Survey 2025, based on responses from more than 23,000 people in 44 countries, the generations are united by three central drivers: money, meaning and wellbeing.

The survey shows that:

• Development and learning are among the top reasons for staying with an employer.

• Financial security matters, but without balance and purpose it loses its value.

• Meaningful work ranks as one of the strongest factors for wellbeing and motivation.

• Mental health, time to recover and supportive leadership are crucial to how they experience their workplace.

Four ways to attract and retain today’s generations

1. Make room for influence
   Millennials and Gen Z want to understand the context and help set the direction. Involve them in decisions, make room for ideas and show that their voice makes a difference. When people can influence, both engagement and a sense of meaning grow.
2. Build community and belonging
   For these generations, wellbeing is about feeling at home. Create a culture where everyone is seen and feels included, whatever their background or role. Belonging and security are fertile ground for creativity and collaboration.
3. Strengthen wellbeing for real
   Wellbeing is a prerequisite for these generations. Millennials and Gen Z value employers who take mental health seriously and see the person. Offer support and encourage balance and recovery.
4. Be clear and transparent
   Clarity builds trust. Both generations appreciate direct, honest communication about goals, expectations, salaries and challenges. Dare to talk openly about how things are going and where you are heading. Transparency creates security, an important component for these generations.

Millennials and Gen Z lead the way

They lead projects, build teams and shape cultures every day. Their view of work is more human, more conscious and more sustainable. For employers who want to stay relevant, it is about prioritising these core areas.

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