Success redefined: What young professionals in Switzerland reveal about work, purpose, and their future
2026 Gen Z and Millennial Survey
The results of the Deloitte Gen Z and Millennial survey 2026 show: The young generations are rewriting the rules of work. Discover what Gen Z and Millennials in Switzerland really want – and why housing costs, purpose, and work-life balance matter more than simply climbing the career ladder.
The “Maybe Later” Reality: Financial Pressure and Delayed Decisions
Financial pressure is reshaping both personal and professional decisions for Swiss respondents. 46% of Gen Zs and 60% of millennials in Switzerland say they have delayed major life decisions due to their financial situation. While earning money is important to them, they also value finding meaningful work and maintaining their well-being.
The cost of living remains a significant concern (Gen Z 26%, Millennials 34%), and housing affordability has emerged as a critical factor—impacting 78% of Gen Z and 67% of millennials’ career decisions. Additionally, 54% of Gen Zs and 53% of Millennials in Switzerland cannot afford to own a home, and 49% of Gen Zs and 48% of Millennials live paycheck-to-paycheck.
Money, Meaning, and Well-Being Are Tightly Interconnected
When asked about the factors that impact their career decisions, Gen Zs and millennials gave responses that fell into three categories: money, meaning, and well-being. The survey underscores that these areas are tightly interconnected as respondents seek to find the right balance.
The findings demonstrate the need for organisations, senior leaders, and managers to create environments where workers can not only attain the trifecta of meaningful work, financial security, and well-being, but also achieve the professional growth they are looking for. By supporting these pillars consistently, organisations can uphold the social contract and create a cycle of satisfaction, engagement, and success.
When asked about the factors that impact their career decisions, Gen Zs and millennials gave responses that fell into three categories: money, meaning, and well-being. The survey underscores that these areas are tightly interconnected as respondents seek to find the right balance.
The findings demonstrate the need for organisations, senior leaders, and managers to create environments where workers can not only attain the trifecta of meaningful work, financial security, and well-being, but also achieve the professional growth they are looking for. By supporting these pillars consistently, organisations can uphold the social contract and create a cycle of satisfaction, engagement, and success.
Money
The survey finds that without financial security, Gen Zs and millennials are less likely to have a positive sense of well-being and less likely to feel their work is meaningful. Financial insecurity continues to take a toll for Swiss respondents, with 46% of Gen Zs and 60% of millennials saying they have delayed major life decisions due to their financial situation. The cost of living remains a concern (Gen Z 26%, Millennials 34%), and housing affordability impacts 78% of Gen Z and 67% of millennials’ career decisions. Furthermore, 54% of Gen Zs in Switzerland cannot afford to own a home, and 49% of both generations live paycheck-to-paycheck.
Meaning
95% of Gen Zs and 97% of millennials in Switzerland consider a sense of purpose to be very or somewhat important for their job satisfaction and well-being. But purpose is subjective. Some want to have a positive impact on society. Others want to earn money or learn new skills so they have the resources to drive change outside of working hours. In fact, 48% of Gen Zs and 51% of millennials have rejected a potential employer based on personal beliefs or ethics, demonstrating how critical values alignment has become.
Well-being
23% of Gen Zs and 25% of millennials in Switzerland say they feel stressed or anxious all or most of the time—a significant improvement from 2025. When it comes to work, 52% of Gen Zs and 50% of millennials in Switzerland identify their job as a factor contributing to their feelings of anxiety or stress. However, employer support for mental health has improved significantly, with 78% of Gen Zs and 70% of millennials now believing their employer takes mental health seriously (up from 60% and 47% in 2025). This year’s study finds that supporting employee well-being should start with addressing the root causes of workplace stress. These are the top three factors driving stress at work: Not having enough time to complete their work (Gen Z 52%, Millennials 50%), long working hours (Gen Z 47%, Millennials 61%), and toxic culture at the workplace (Gen Z 45%, Millennials 44%). Additionally, 78% of Gen Z and 72% of millennials have work colleagues they consider personal friends, and this connection matters significantly—those with work friendships are 64% more likely to plan staying 5+ years compared to 27% without work friendships.
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Soft Skills Are Vital as GenAI Transforms the Way Gen Zs and Millennials Work
As artificial intelligence becomes increasingly integrated into the workplace, soft skills have become more critical than ever. 73% of Gen Zs and 67% of millennials in Switzerland use AI in their day-to-day work.
Some are focused on training and skills development to prepare them to work alongside the technology. 24% of Gen Zs and 36% of millennials in Switzerland have already completed AI training. And 33% of Gen Zs and 30% of millennials continue to seek new AI training opportunities as the technology evolves.
As they continue developing their technical skills, they also believe that developing soft skills—such as empathy, communication, creativity, and leadership—is more important than ever. In fact, 78% of Gen Zs and 76% of millennials in Switzerland rate soft skills (communication, leadership, empathy) as highly or somewhat required for career advancement. These human-centric abilities are what will differentiate them in an AI-augmented world.
Gen Zs and Millennials Are Focused on Learning and Adaptability
Gen Zs are more focused on work/life balance than climbing the corporate ladder. However, they don’t lack ambition. When asked the strongest reasons for choosing to work for their current employer, learning and development is in the top three. 73% of Gen Zs and 67% of millennials in Switzerland use AI in their day-to-day work, and many are investing in continuous skill development to prepare them to work alongside the technology.
24% of Gen Zs and 36% of millennials in Switzerland have already completed AI training. And 33% of Gen Zs and 30% of millennials continue to seek new AI training opportunities as the technology evolves.
But many Gen Zs and millennials feel their managers are missing the mark on key areas of their development. They want managers to provide guidance, inspiration, and mentorship, not just oversight of daily tasks. Adaptability has become a core career capability, with both generations recognising that continuous learning is essential for navigating rapid technological change.
