Financial strain has become a defining feature of how these generations work, live, and plan for the future. More than half of Gen Zs (55%) and millennials (52%) say they are delaying major life decisions, such as marriage, starting a family or business, or furthering education, due to their financial situation. And a majority say that the availability or affordability of housing has a direct impact on their career decisions and where they can work. Despite these pressures, many are optimistic that their financial situation will improve over the next year.

Gen Zs and millennials are making career choices that prioritise long-term fit over short-term advancement.

Just 25% of Gen Zs and 21% of millennials prefer fast-paced career progression marked by rapid promotions. By contrast, most favour gradual growth—or are willing to make lateral moves to build experience that supports long term success. Interest in leadership is widespread but not urgent, as many associate leadership with well-being trade-offs.

Consistent with last year’s findings, only 6% of Gen Zs and millennials say that achieving a leadership position is their primary career goal.

Nearly three-quarters of Gen Zs (74%) and millennials (74%) report using AI to some extent in their day-to-day work. They largely see the proliferation of AI as an accelerant, not a threat, expecting it to free up more time, improve output, open new paths for growth, and create new opportunities for entry-level workers—but many also feel that they are adapting to AI faster than their organisations.

As older generations approach retirement, organisations face growing risk around knowledge continuity. At the same time, Gen Alpha will begin entering the workforce in a few years, prompting leaders to view the challenge as a leadership and work-design challenge—preserving institutional knowledge while creating roles that deliberately build human judgement, influence and collaboration in an AI-powered workplace.