Rethinking What Success Looks Like

In the face of economic pressure, rising costs of living, housing constraints, and rapid technological change, Gen Zs and millennials are rethinking what success looks like. Rather than prioritizing quick career advancements, many are focused on long-term fit, seeking roles that align with their values, support well-being, and offer sustainable growth.

This shift is most visible in how they view leadership. Just 6% say reaching a leadership position is their primary goal today, with many associating these roles with stress and burnout, excessive responsibility, and concerns about work/life balance. However, they are not opting out completely; 76% of Gen Zs and 67% of millennial respondents say they want to be senior leaders at some point in their careers. The ambition is there, but they prioritize balance and well-being first.

Notably, while some Gen Zs and millennials have reservations about leadership roles, those already in leadership are more likely to report positive mental health and good work/life balance and are even less likely to cite their job as a primary source of stress. This suggests that those in leadership positions are not necessarily experiencing the well-being tradeoffs that many Gen Zs and millennials associate with leadership. It could also point to differences in expectations, with those who reach senior roles being more accustomed to the demands of these positions.

AI Adoption is Moving Faster than Many Organizations Can Keep Up With

Adaptability has become a career defining capability for young workers, with AI intensifying this need as it accelerates the pace of change. Gen Zs and millennials are integrating AI into both their work and personal lives, using it to enhance productivity, build skills, seek career advice, and even manage work-related stress.

At the same time, expectations for how AI will reshape work, particularly at the entry level, are rising. Many anticipate that routine tasks will increasingly be automated, enabling entry-level workers to contribute at a higher level earlier in their careers, focus on more meaningful work, and progress more quickly. This means organizations will need to rethink how they structure early career experiences—creating pathways that enable employees to integrate new technologies, build skills faster, and take on higher-value work earlier.

Yet, some believe their organizations are not keeping up. Nearly one-third of Gen Zs and millennials believe their organization is not ready for the changes that AI will bring, and many feel their organizations are not offering sufficient training or tools. This highlights a gap between individual adoption and expectations, and organizational readiness.

Purpose and Belonging are Key to Retention

One thing remains clear: for Gen Zs and millennials Purpose is non-negotiable. Nearly all respondents say that having purpose and the ability to make a meaningful impact in their work is critical to their job satisfaction, with many willing to turn down roles that do not align with their values.

A sense of belonging is equally important. Those with close workplace friendships are significantly more likely to stay with their organization longer, and report higher levels of overall happiness, highlighting the role of friendship in driving employee retention and engagement.

Expectations are Evolving

Many in today’s workforce are reconsidering the traditional goals and milestones that once defined progress in life. They are redefining what matters most, often choosing balance and purpose over traditional markers of success.

How Gen Zs and millennials define success, navigate uncertainty, weigh tradeoffs, and engage with employers will continue to shape workplaces and help set the norms that Gen Alpha will encounter as they begin entering the workforce in a few years. What generations need, want, and expect from work will and should continue to evolve. Meeting that reality requires organizations with dynamic models that are constantly adapting.

Read the 2026 Deloitte Global Gen Z and Millennial Survey to learn more.