One statistic has raised alarms in HR departments: only 6% of Generation Z workers say their main professional ambition is to hold leadership positions. This figure, revealed by the 14th edition of Deloitte’s global survey with over 23,000 respondents from 44 countries, indicates a profound shift in the behavior of new generations in the job market.
According to Karina Pelanda, Recruitment and Selection Manager at RH NOSSA, this data is a clear sign that companies need to adapt urgently:
“Young professionals don’t just want to climb the career ladder—they want quality of life, purpose, and a constant development plan. Companies that don’t understand this will lose top talent to competitors,” she states.
The survey also reveals that 70% of Gen Z invests in learning new skills weekly, with much of this effort happening outside working hours. At the same time, over 48% do not feel financially secure, and more than half live paycheck to paycheck.
According to the expert, this scenario explains why so many young people are seeking side jobs or opting for companies that offer more flexible benefits and real opportunities for personal—not just vertical—growth.
Pelanda says the key factors for attracting and retaining younger professionals are clear purpose and aligned values, continuous investment in learning, as well as flexibility and mental well-being:
“About 44% of Generation Z has already quit jobs that lacked a sense of purpose. Companies can no longer ignore the social and environmental impact of their operations. These professionals value environments where they can constantly learn. Long hours and toxic workplaces are among the top stressors. Offering flexible hours and developing human-centered leadership is a competitive edge,” concludes Karina.
Other striking findings from the survey include that 31% of Gen Z plans to switch jobs within the next two years, 86% consider soft skills essential for career growth, and 63% fear artificial intelligence will eliminate jobs.
