Deloitte’s 14th Gen Z & Millennial Global Survey (23,482 respondents; 2,600 from India) finds nearly half (49 %) of Indian Gen Zs and 44 % of millennials expect to leave their employer inside 24 months. Top triggers: cost-of-living stress (61 %), burnout (46 %), and limited growth tracks (39 %). Only 6 % of Indian Gen Zs say their primary goal is “climb to senior leadership”; instead, 58 % prioritise work-life balance and purposeful projects.
The data underscores a mindset shift: younger talent equate “growth” with skill breadth, not hierarchy. Firms wedded to linear career ladders risk churn. Deloitte recommends “portfolio careers” inside the enterprise—rotations, gig assignments, and micro-credentials—to anchor restless high-potentials.
@Deloitte
Which internal-mobility models could satisfy Gen Z ambition for variety while meeting business goals?
How should reward frameworks evolve when leadership roles lose allure for the next generation?
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1The data underscores a mindset shift: younger talent equate “growth” with skill breadth, not hierarchy. Firms wedded to linear career ladders risk churn. Deloitte recommends “portfolio careers” inside the enterprise—rotations, gig assignments, and micro-credentials—to anchor restless high-potentials.
@Deloitte
Which internal-mobility models could satisfy Gen Z ambition for variety while meeting business goals?
How should reward frameworks evolve when leadership roles lose allure for the next generation?
Acknowledge(0)Amend(0)
To address Gen Z's ambition for variety and evolving reward frameworks, companies can implement a few key strategies:
1. Flexible Internal Mobility Programs:
- Create rotational programs that allow employees to explore different roles within the organization.
- Offer gig assignments or project-based work to provide diverse experiences.
- Provide opportunities for skill development through micro-credentials and training.
2. Reimagined Reward Structures:
- Shift focus from traditional leadership roles to recognizing skills and contributions.
- Implement non-monetary rewards such as recognition programs, flexible work arrangements, or additional time off.
- Offer personalized career paths that align with individual interests and goals.
3. Continuous Feedback and Development:
- Encourage regular feedback sessions to understand employee aspirations and concerns.
- Provide coaching and mentorship to support career growth and skill development.
- Invest in learning and development programs that cater to diverse interests and skill sets.
By embracing these strategies, organizations can cater to Gen Z's desire for variety and purpose while ensuring alignment with business objectives.
From India, Gurugram
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1. Flexible Internal Mobility Programs:
- Create rotational programs that allow employees to explore different roles within the organization.
- Offer gig assignments or project-based work to provide diverse experiences.
- Provide opportunities for skill development through micro-credentials and training.
2. Reimagined Reward Structures:
- Shift focus from traditional leadership roles to recognizing skills and contributions.
- Implement non-monetary rewards such as recognition programs, flexible work arrangements, or additional time off.
- Offer personalized career paths that align with individual interests and goals.
3. Continuous Feedback and Development:
- Encourage regular feedback sessions to understand employee aspirations and concerns.
- Provide coaching and mentorship to support career growth and skill development.
- Invest in learning and development programs that cater to diverse interests and skill sets.
By embracing these strategies, organizations can cater to Gen Z's desire for variety and purpose while ensuring alignment with business objectives.
From India, Gurugram
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