Gen Z at work: a new set of career values

Over 20% of the UK workforce is Gen Z (born 1997-2012), with Millennials (1981-1996) also a major presence. Over generations, career values have changed based on the economy, the state of the world and natural evolution.  

Generation X (1965–1980) currently makes up a significant portion of the workforce, especially in leadership and senior roles. They grew up during a time of economic uncertainty and corporate change. They witnessed recessions, the rise of globalisation, and the erosion of job-for-life guarantees. This often created a sense of pragmatism and a desire for stability in their careers – leading them to value structure, loyalty, and steady progression. Typically, their career values aligned with: 

• Loyalty and tenure: staying with one employer for a long time is often seen as a mark of reliability and success. 

• Stability and security: a steady income, a good pension, and progressing up a structured career ladder are key priorities. 

• Hierarchy and formality: clear lines of authority, job titles, and structured processes provide reassurance and clarity. 

• Work as identity: success is often tied to role, status, and the ability to provide — with pride in being seen as dependable and hardworking. 

• Delayed gratification: willingness to “put in the time” for eventual rewards like senior roles, salary increases, and early retirement. 

Gen Z, however, entered the workforce under global instability — including the pandemic, the climate crisis, rising inequality and a cost-of-living squeeze. Combined with high student debt and digital disruption, these conditions shaped a generation that typically values adaptability, purpose and autonomy over traditional career paths. This means their career values are more about: 

• Impact > tenure: value is placed on contribution and purpose, not on how long you have stayed in one place. 

• Non-linear paths: career changes, gig work and side hustles are seen as normal – even beneficial. 

• Flexibility and autonomy: remote work, flexible hours and work-life balance are non-negotiables. 

• Continuous learning: they prioritise skills development and personal growth over traditional promotion ladders. 

• Value alignment: They want to work for companies that reflect their social, ethical and environmental values.  

Bearing in mind these differences, what do Generation X leaders need to think about in order to attract and retain the Gen Z leaders of the future? 

Attracting and retaining Gen Z: what needs to change? 

In the UK, 66% of Gen Z view job-hopping as essential for career growth, and nearly a quarter switch roles within the first year. This shift demands a rethink of progression models and what ‘loyalty’ really looks like in today’s context. 

To engage Gen Z talent, employers need to rethink traditional models of work, development, and loyalty. It’s not about offering beanbags and pizza Fridays — it’s about creating a culture where values, growth and flexibility are more than just words on a wall. 

1. Redefine career progression
   Ditch rigid, time-based promotion structures. Offer skills-based development paths, stretch projects, secondments and cross-functional opportunities that reward contribution, not just tenure. 
2. Embrace flexibility as standard
   Remote work, flexible hours, and asynchronous collaboration shouldn’t be perks – they should be standard. Gen Z expects to work where and how they work best. 
3. Show —don’t just say — your values
   Gen Z cares deeply about inclusion, ethics and sustainability. Back up your mission with action: transparent ESG (Environmental, Social, Governance) goals, diverse leadership and social impact initiatives that feel real. 
4. Encourage continuous learning
   Make learning bite-sized, accessible and relevant. Think microlearning, mentorship, access to courses and regular feedback over annual reviews. 
5. Support the whole person
   Wellbeing isn’t just about yoga apps. Provide mental health support, financial education and flexible benefits that reflect real-life needs, especially in a cost-of-living crisis. 
6. Reframe loyalty
   Tenure isn’t the only sign of commitment. If Gen Z employees are growing, contributing and speaking well of you even after they move on — that is loyalty in a modern context. 

Final thoughts 

Gen Z isn’t rejecting work — they’re redefining it. For organisations willing to adapt, this generation brings creativity, purpose and bold thinking. The question is: are you ready to meet them where they are?

If your organisation is looking for HR assistance, contact us and talk to one of our experienced consultants.