Deloitte’s 2026 Gen Z and Millennial Survey: A Malta perspective

Malta, June 2026 - Deloitte has released its 15th annual Global Gen Z and Millennial Survey, revealing how these generations are reshaping how progress at work is defined. The global research surveyed more than 22,500 Gen Zs and millennials across 44 countries and shows that these generations prioritise stability, skills, and well-being over fast-paced growth. These findings have direct implications for Maltese organisations competing for talent.

Key findings

• Leadership ambitions are conditional: Only 6% of Gen Zs and millennials say achieving a leadership position is their primary career goal. However, 76% of Gen Zs and 67% of millennials remain interested in senior roles at some point in their careers. Most favour steady progress (44% of Gen Zs and 45% of millennials) over rapid promotions (25% of Gen Zs and 21% of millennials). Some are willing to make lateral moves to gain experience that supports long-term success (21% of Gen Zs and 20% of millennials). The most commonly cited barriers to leadership are stress and burnout (50% of Gen Zs and 49% of millennials), excessive responsibility (50% of Gen Zs and 48% of millennials), and concerns about work/life balance (41% of Gen Zs and 46% of millennials).
• Financial pressure shapes career decisions: For the fifth consecutive year, cost of living is the top concern for both generations. More than half of Gen Zs (55%) and millennials (52%) have delayed major life decisions such as marriage, starting a family or business, or furthering education due to financial constraints. Housing affordability directly impacts career choices for 69% of Gen Zs and 64% of millennials. Despite these pressures, 53% of Gen Zs and 45% of millennials expect their personal financial situation to improve within the next year.
• AI adoption accelerates faster than organisational readiness: Nearly three-quarters (74%) of Gen Zs and millennials now use AI in their day-to-day work, up from 57% last year. These generations use AI to identify learning and development opportunities (79%), seek career advice (72% of Gen Zs and 69% of millennials), and cope with work-related stress (67% of Gen Zs and 65% of millennials). However, nearly one-third believe their organisation is not prepared for the changes AI will bring (30% of Gen Zs and 31% of millennials). Additionally, 33% of Gen Zs and 32% of millennials say the AI tools available to them at work are only somewhat or not at all sufficient. More than half of respondents (58% of Gen Zs and 54% of millennials) report experiencing digital fatigue from constant alerts, tool switching, and multiple platforms.

Why this matters for Malta

Malta’s position as a small, open economy with a growing professional services sector creates unique challenges in attracting and retaining Gen Z and millennial talent. These generations are increasingly mobile and selective about where they work. Understanding their priorities is essential for Maltese organisations competing in a global talent market.

According to the survey, Gen Zs and millennials prioritise stability, skills, and well-being over fast-paced growth. They seek organisations that offer purpose, flexibility, mental health support, and clear career pathways.

Antoine Fenech, Strategy & Transactions leader at Deloitte Malta, notes that only 6% of Gen Z and millennials prioritise leadership as their main career goal. “For Malta, this means organisations need to rethink how they structure advancement. Purpose, flexibility, and transparent career paths matter more than titles. Organisations that adapt will win the talent competition,” Fenech states.

The research also highlights the importance of well-being as a business priority. One-third of these generations still feel anxious or stressed most or all of the time, despite overall improvements in mental health. Claudine Attard, Director of Strategy, Risk & Transactions at Deloitte Malta, emphasises the importance of organisational adaption to meet the needs of these cohorts. “To make a tangible difference in retention, Maltese organisations must recognise that their employee value proposition and career progression paths can no longer be one-size-fits-all.” Attard states.

Implications for Maltese businesses

Organisations across Malta should consider the following actions based on these findings:

• Redesigning career pathways - Offer flexibility, purpose, and clear advancement routes that go beyond traditional hierarchies. Gen Zs and millennials prioritise long-term fit over short-term advancement.
• Investing in mental health infrastructure - Move beyond wellness programmes to redesign how work is structured. Set realistic workloads, clarify priorities, and provide genuine support.
• Developing AI strategies and data plans - Include training and support for employees. Recognise that employees are adapting to AI faster than organisational systems are evolving.
• Creating mentoring and knowledge-sharing systems - Address generational transitions and preserve institutional knowledge as experienced workers retire.
• Aligning organisational values with employee values - Purpose is critical to job satisfaction and retention for these generations.

According to Attard, “These generations are not rejecting ambition. They are redefining it. The organisations that understand this shift will attract and retain the best talent Malta has to offer.”

Additional insights

Organisations across Malta should consider the following actions based on these findings:

• Purpose drives retention: 96% of Gen Zs and 97% of millennials say that having a sense of purpose at work is important to their overall job satisfaction and well-being. Those with close workplace friendships are significantly more likely to stay with their organisation for 5 or more years. Among Gen Zs, those with close workplace friendships are 15 percentage points more likely to stay (48% versus 33%). Millennials with close workplace friendships are 18 percentage points more likely to stay (61% versus 43%).
• Mental health is improving: 63% of Gen Zs and 66% of millennials now rate their mental health as good or extremely good, up from 52% and 58% respectively in 2025. Additionally, 69% feel their employer takes the mental health of employees seriously, representing a 14 to 15 percentage point increase from 2024. 68% of Gen Zs and 70% of millennials say they would feel comfortable speaking openly with their manager about mental health challenges.
• Knowledge transfer presents risk: Only 54% of Gen Zs and 60% of millennials say their teams could maintain performance if a key expert left tomorrow. As baby boomers and older Generation X workers approach retirement, organisations face growing risk around knowledge continuity.
• AI creates opportunities for entry-level workers: When asked how AI usage is affecting entry-level jobs, respondents cited enabling entry-level employees to gain experience faster (26% of Gen Zs and 28% of millennials), allowing them to focus on higher value work (25% of Gen Zs and millennials), and accelerating career growth potential (25% of Gen Zs and millennials).

For the full report and detailed insights, visit www.deloitte.com/mt/genzmillennialsurvey