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

Re suggests that Interestingly, Success·Fortune IntelligenceEmployers, beware: Gen Z is the ‘pragmatic generation’ redefining success, seeing money as just a means to an end, landmark EY survey saysBy Nick LichtenbergBy Nick LichtenbergFortune Intelligence EditorNick LichtenbergFortune Intelligence EditorNick Lichtenberg is Fortune Intelligence editor and was formerly Fortune's executive editor of global news

SEE FULL BIO Gen Z has some very different views modern work compared to previous generations

Meanwhile, FG Trade—Getty ImagesA seismic generational shift is underway, and its epicenter is Generation Z

Gen Z has responded pragmatically, insisting, well, maybe they don’t really want those things anyway (an important development)

At the same time, Put simply, for Gen Z, financial stability is a tool—not a goal, amid market uncertainty

This tells us that y use money to open doors to flexibility, purpose, and well-being, considering recent developments

Depa says the re “tells a different story” Gen Z

Furthermore, “The idea that young adults are postponing adulhtood is outdated. ” They’re apaching life milestones not with rebellion but with “reasoned skepticism and a global perspective. ” As employees and customers, Gen Z will challenge organizations that have been wired around a different way of doing things, in today's financial world

Meanwhile, For leaders, understanding this shift will be vital to attracting and retaining talent

Furthermore, The job hoppers Where baby boomers and Gen Xers often stuck with one employer for decades, Gen Z is dismantling that concept

The analysis reveals flexible apach to employment—embracing job changes and flexible gig work—reflects not only a desire for varied experiences, but a strategic response to rapid change, uncertainty, and a lifetime of economic instability. “Younger generations are not merely reacting to financial constraints,” the EY Generational Dynamics team writes, but making rational and thoughtful decisions what aligns with both their own d experiences and the pitfalls suffered by previous generations

In contrast, EY says it’s a perspective that contrasts sharply with the “pull yourself up by your bootstraps” mentality often espoused by older generations, with Gen Z finding that to be dismissive of their specific context

Redefining success: inside out, not outside in Success, in Gen Z’s eyes, is an inside-out ject: emotional well-being, strong relationships, and impact outrank titles and salaries, in today's financial world

It’s no longer ticking the boxes of ownership, lifelong employment, or even traditional family milestones

Landmarks such as marriage and children are being postponed—not out of rejection, but for pragmatic reasons: economic insecurity, housing unaffordability, and a desire to be emotionally and financially prepared

The rise of job-hopping has replaced the well-worn “script” of adulthood: Only 59% see working for a single organization as a viable path, whereas nearly 20% of respondents said they plan to work for six or more employers in the course of their careers

Linear career ladders and employer loyalty are giving way to “ject-based” growth, taking new jobs, and side hustles, all in of variety, autonomy, and purpose. “Job hopping is not viewed as a negative, but an essential step to open doors and advance opportunities,” the EY team writes

The average Gen Z respondent reports feeling an adult earlier than previous generations, and as a result, more than half (51%) said they prioritize physical and mental health as their chief markers of success, with family ties also outranking wealth in many countries

Employers, beware (and evolve) For Gen Z, a job is not a life sentence, nor is money alone enough to keep them engaged, in today's financial world

Employers used to loyalty and linear career ladders may be blindsided by Gen Z’s willingness to prioritize purpose, wellness, and flexibility—even if it comes at the expense of job security or long-term benefits

Conventional incentives are losing their grip

For employers, this new pragmatism is both a wake-up call and an opportunity

Moreover, Flexibility is mandatory, with hybrid and remote work, fluid hours, and support for “micro-retirements” between jobs becoming non-negotiable (remarkable data)

Nevertheless, Gen Z expects employers to have values around well-being, sustainability, and social justice—and to act on them, given current economic conditions

However, They crave mentorship, personalized learning, and a sense of upward mobility, in this volatile climate

Additionally, Empathetic leadership and honest, two-way communication are expected, not a bonus

Gen Z wants to be included in company decisions and expects a seat at the table (an important development)

However, Employers slow to adapt to these realities won’t just struggle to recruit Gen Z—they’ll risk losing relevance altogether

Moreover, The pragmatic playbook demands companies redesign everything from hiring and communication to values and pay structures, considering recent developments

Nevertheless, The flip side

At the same time, Gen Z’s pragmatism can also be an asset: They're nologically adept, mission-driven, and resourceful, given current economic conditions

But their skepticism can also translate into disengagement or even open dissatisfaction if workplaces fail to address their real priorities

Es would be pragmatic in their own right to tune into what Gen Z values most—authentic leadership, transparent communication, and support for well-being—if they want to retain this generation

For this story, Fortune used generative AI to help with an initial draft

An editor verified the accuracy of the information before publishing

Furthermore, Explore this year's list.