Beyond the paycheck: what Gen Z wants from work

Gen Z is often portrayed as a generation that changes jobs frequently, values work-life balance and is quick to walk away from roles that no longer suit them.

Some people see this as a sign of impatience or a declining belief in the value of hard work. Yet the reality may be more nuanced. Amidst a changing labour market, many of these career choices reflect shifting ideas about what success and career stability look like.

A different approach to hard work

The increasingly unpredictable labour market has prompted many young professionals to rethink how they invest their time and energy. Rather than assuming that greater effort will lead to greater rewards, they want to see clear opportunities for learning, growth and meaningful contribution.

Dr Pham Thanh Hang, a Human Resource Management lecturer at RMIT University Vietnam, believes this is not simply a shift in the mindset of a generation but a response to a labour market that has changed dramatically.

“Since entering the workforce, many Gen Z workers have experienced one disruption after another: the COVID-19 pandemic, the rapid rise of AI, and large-scale layoffs even at leading corporations. Meanwhile, housing and living costs have increased much faster than incomes,” she explained.

That does not mean Gen Z has lost faith in hard work. What they are unsure about is whether hard work and success are linked in a straightforward, predictable way. Young people are still willing to work hard, but they want opportunities to learn, recognition for their contributions, and a clear path for growth.

Dr Hang’s research into Vietnamese Gen Z’s transition from university to the workplace revealed that many young people are becoming more selective about where they invest their effort. They are prepared to give their best when a role offers learning opportunities, professional development and alignment with their personal values. When they no longer see these prospects, they are more likely to seek alternative opportunities rather than remain committed to the current job.

Labour market data tell a similar story. According to TopCV’s 2025-2026 Recruitment Market Report, Gen Z has the highest rate of proactive job quitting at 35.7%, with common reasons including a lack of job fit, the desire for self-improvement, and the pursuit of new skills.

More ways to define success

The shift also extends to how young people define success. While success was once measured largely by income, job title or tenure within an organisation, many young people today take a broader view. According to Dr Hang, they increasingly evaluate success through alignment with personal values, quality of life, learning opportunities and long-term growth potential, alongside salary and position.

This reflects the rise of the “protean career”, where individuals actively shape their own career journeys rather than simply following traditional definitions of success.

When considering a job, many young people ask whether it will help them grow and align with what they value, and what kind of person they may become if they continue in that environment over the next few years.

The trend is evident in survey data. According to a report by Coc Coc Research and Viec Lam 24h, 60.8% of Gen Z workers are willing to accept a 1-10% pay cut in exchange for a more suitable working environment.

This finding suggests that while income remains important, it is no longer the only factor determining whether a job is worth pursuing. Opportunities for learning, organisational culture, mental wellbeing and overall quality of life are increasingly part of the equation when young people make career decisions.

Skills as a source of career security

According to Dr Luong Thanh Thao, Senior Program Manager, Human Resource Management at RMIT Vietnam, changing perspectives on careers also help explain why many young people are drawn to flexible working arrangements such as freelancing, remote work and project-based work.

These arrangements can offer greater autonomy and flexibility while creating opportunities to explore different fields. Digital technologies, online work platforms and the growth of the creative economy have also made such career options more viable than ever before.

Career paths are becoming less linear as well. Instead of following a relatively fixed trajectory within a single organisation, some young people are building portfolio careers that combine multiple jobs, projects or professional roles. This allows them to experiment with new areas, acquire diverse skills and expand their professional networks.

Dr Thao believes that young people’s understanding of career stability is evolving. A sense of security no longer comes solely from holding a long-term employment contract. Instead, many young professionals derive that sense of security from their employability: their ability to keep their skills relevant, adapt to change and create new career opportunities when needed.

Research also suggests that what young people seek is not necessarily freedom from organisations, but greater autonomy within them.

“They may still value stability, opportunities for growth and support from employers. At the same time, they expect greater autonomy in how they perform their work and shape their careers,” Dr Thao explained.

According to Dr Thao, the implications for employers are significant. Retaining young talent is about more than pay rises. It also depends on how work is designed, including the degree of autonomy, opportunities for learning and development, flexibility, management quality, and the extent to which employees can envision a meaningful future within the organisation.

Story: Ngoc Hoang

Masthead image: InfiniteFlow – stock.adobe.com