Managers say Gen Zs are hard to handle, Deloitte says they are misunderstood
The survey revealed that unlike previous generations Gen Z, born between 1995 and 2006, and millennials born between 1983 and 1994 are less fixated on job titles and more focused on learning, balance and purpose.
'Learning and development is a priority and they expect their employers to provide the opportunities. Some have foregone higher education to pursue the practical skills that trade or vocational training provides,' said Deloitte.
Though only 6% of Gen Z respondents said their main career goal is to reach a senior leadership position, Deloitte said this doesn't mean they lack ambition as 70% of Gen Zs and 59% of millennials said they're actively building new skills weekly, mostly outside working hours.
The report also showed a shift in how the generations view higher education. Nearly one-third of Gen Zs (31%) and millennials (32%) chose not to pursue university degrees.
The reasons cited were high costs and doubts about the return on investment.
Most said they were leaning into emerging technologies such as generative AI (GenAI) to boost their productivity, with more than half of Gen Zs (57%) and millennials (56%) saying they use GenAI tools daily for tasks such as data analysis, content creation and project management.
'They are largely positive about the technology, saying it improves the quality of their work and frees time to focus on more strategic tasks. However, they also worry it could reduce job opportunities for young professionals,' said Deloitte.
Deloitte said career fluidity is becoming a hallmark of the modern workforce as nearly one in three Gen Zs (31%) and 17% of millennials plan to leave their employers within the next two years. Deloitte insisted this isn't about disloyalty.
'Their job hopping isn't driven by a lack of loyalty. They're seeking stability, purpose, work/life balance and opportunities to grow,' said Deloitte.
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