Gen Z redefines success: 84% prioritize purpose, flexibility over traditional wealth metrics

A global shift in workforce dynamics is emerging as Generation Z redefines success through a lens of pragmatism, according to a landmark EY survey of over 10,000 young adults across 10 countries. The study reveals that Gen Z, born from 1997 onward, prioritizes stability, flexibility, and purpose over traditional markers like wealth or lifelong employment. This generation views financial independence as essential but not central to success, with 87% valuing it while only 42% see wealth as a primary achievement [1]. Instead, mental and physical health (51%), family relationships, and authentic self-expression (84%) dominate their metrics of fulfillment [1].

The survey highlights Gen Z’s strategic approach to career paths, rejecting linear trajectories in favor of fluid, project-based roles. Nearly 60% expect to work for two to five employers in their lifetimes, while 20% anticipate six or more, driven by a desire for diverse experiences and adaptability to economic uncertainties. This “job-hopping” behavior is not seen as a drawback but a deliberate strategy to pursue growth and autonomy [1]. The traditional “script” of adulthood—lifetime employment, homeownership, or conventional family milestones—is being replaced by pragmatic decisions shaped by economic realities, such as housing affordability and emotional preparedness [1].

Employers are advised to adapt to Gen Z’s expectations of flexibility, transparency, and purpose-driven workplaces. Hybrid and remote work options, fluid hours, and support for “micro-retirements” are now non-negotiable for this generation, which demands employers align with values around well-being, sustainability, and social justice. Over 70% of respondents prioritize companies that demonstrate authenticity in values and pay, while 57% would leave jobs for better professional development opportunities [1]. Loyalty to brands or employers is minimal, with nearly half reporting “zero loyalty” to brands and 40% lacking loyalty to their current employer. This dynamic necessitates empathetic leadership, two-way communication, and inclusive decision-making to retain Gen Z talent [1].

The analysis underscores Gen Z’s rejection of traditional success metrics in favor of personal well-being and authenticity. Their approach contrasts with older generations’ emphasis on wealth accumulation and job security, reflecting a broader cultural shift toward work-life balance and ethical alignment. For businesses, the challenge lies in redesigning hiring practices, communication strategies, and compensation structures to meet these evolving expectations. While their pragmatism can drive innovation and resourcefulness, workplaces that fail to address Gen Z’s core priorities risk disengagement or dissatisfaction [1].

The study’s findings align with complementary research from Glassdoor, which in 2025 noted rising expectations for emotional intelligence in leadership, particularly among younger workers [2]. This reinforces the necessity for employers to prioritize empathy and transparency in managing Gen Z. As this generation becomes a central force in the global workforce, adapting to their values will not only enhance retention but also foster a culture of innovation and resilience [1].

Source:

[1] [Employers, beware: Gen Z is the ‘pragmatic generation’ redefining success, seeing money as just a means to an end, landmark EY survey says]

https://fortune.com/2025/07/27/gen-z-pragmatic-generation-redefining-success-ey-survey/?itm_source=parsely-api

[2] [Worklife Trends 2025 Report]

[URL placeholder for Glassdoor report]