Meaningful work, growth, security – what do young professionals expect from today’s job market?
Editorial Team
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Young generations want more than just a paycheck
Both Millennials (born between 1983–1994) and Generation Z (1995–2006) are increasingly vocal about their expectations regarding work and employers. Financial independence, work-life balance, continuous development, and meaningful work are, according to data, becoming essential conditions for job satisfaction for many.
In Poland, nearly one in three Gen Z individuals and one in five Millennials consider financial independence their top career priority. However, other factors are also significant: job stability, security, mental well-being, and opportunities for growth and skill development.
A job without meaning? Absolutely not
91% of young Poles state that a lack of meaning in their work leads to a lack of satisfaction. This is more than just a claim – 40% of Millennials and Gen Z have quit a job for this very reason. Young people are not afraid of change when they see better prospects – both higher pay and greater development opportunities motivate them.
Interestingly, an increasing number of younger people are choosing educational paths other than higher education. The report shows that as many as 43% of Gen Z and 35% of Millennials in Poland have not pursued university studies. Why? Cost, lack of alignment between curricula and labor market needs, and a desire to enter the job market sooner are the key reasons.
They learn differently, but they keep learning
Not having a diploma doesn’t mean giving up on learning. 75% of Gen Z and nearly 60% of Millennials say they develop their professional skills at least once a week – often independently. Skills related to new technologies, including generative AI (GenAI), are particularly popular.
– Compared to their parents' generations, Millennials and Gen Z don't view a university degree as essential for career development. Many choose to gain knowledge on their own terms, focusing on what genuinely interests them. They have access to a wide range of tools that allow them to learn when, where, and how they prefer. That’s why providing opportunities for professional development in the workplace can make employers more attractive to younger generations – says Monika Matysiak-Szymańska, Talent Partner at Deloitte in Poland, the Baltic countries, and Ukraine.
Almost 40% of young Poles already use AI tools at work. These most often support content creation, data analysis, and creative tasks. For many – as much as 70% of respondents – this technology genuinely improves their work quality and helps them manage their time better.
The future of work is both technical and human
Despite the growing importance of AI, young professionals say that soft skills, such as empathy and leadership, are more important today than technical skills. In a time of rapid digital transformation, the ability to collaborate, adapt, and think independently may be the key differentiator.
The role of managers also matters. Generations Y and Z want leaders who act as mentors – who support development, inspire, and give room for independence. However, in practice, many report encountering micromanagement and over-supervision, which can hinder growth and decrease motivation.
What does this mean for the job market?
Generations Z and Y already make up a significant part of the workforce, and by 2030 they will be the dominant group among working individuals. Understanding their needs and expectations—both in terms of values and tools – is crucial for companies that want to attract and retain talent.
As Monika Matysiak-Szymańska, Talent Partner at Deloitte, comments:
“Millennials and Gen Z want to grow on their own terms. Employers who enable learning and development within the organization can gain engaged and loyal employees.”
Young generations want to have real influence over their careers, act in line with their values, and grow in environments that support rather than limit them. For companies, this is a clear signal – it’s time to rethink management styles, approaches to development, and the use of technology.
The 14th edition of Deloitte’s Global Millennial and Gen Z Survey was based on a global questionnaire conducted between October and December 2024. Among the 30,000 respondents from North and South America, Europe, the Middle East, Africa, and Asia were several hundred Polish participants from both generations.
