Two generations are now shaping the modern workplace: Millennials (born 1981–1996), who have spent over a decade influencing workplace culture, and Gen Z (born 1997–2010), who represent the newest wave of talent entering the workforce.
Although they share similar values, their perspectives have been shaped by very different experiences. Millennials began their careers during economic recovery, learning to balance ambition with stability. Gen Z entered work in a post-pandemic, hybrid world — one where flexibility, technology and purpose are non-negotiable.
Understanding how these generations differ is essential to creating workplaces that attract, engage and retain them both. Here, we explore five key differences that highlight what Gen Z and Millennials require from the modern workplace and how to adapt the workplace to suit both generations.
1) Flexibility and workplace expectations
Flexibility is important to both generations, but it means very different things. The COVID-19 pandemic has had a lasting impact on how Gen Z view work and what they expect from employers. For them, hybrid working is now the norm rather than the exception — a baseline expectation rather than a benefit. They are more likely to seek out and stay with organisations that offer this level of choice and adaptability.
Millennials, by contrast, began their careers in a world of five-day office weeks, so hybrid working feels more like a privilege than an expectation. For them, flexibility is about balance — using the hybrid model to manage home and work life effectively while maintaining productivity.
The Deloitte 2025 Gen Z and Millennial Survey found that 75% of Gen Zs and 76% of Millennials prefer hybrid or remote working arrangements and that work-life balance remains the top reason they change jobs, ranking above salary or promotion.
This shared focus highlights a clear opportunity for businesses to offer structured hybrid models, with purposeful office days and focused home-working time that meet the needs of both generations.
2) Attitudes toward job stability
Career expectations have shifted with each generation. Millennials are often associated with job-hopping, seeking variety and progression through new experiences across industries. This mindset emerged from entering the workforce during a period of rapid change and economic uncertainty, where developing a broad skill set became a way to stay adaptable.
Gen Z, however, appear more focused on stability. They are looking for workplaces that offer clear development paths and opportunities for long-term growth. For this generation, staying with one organisation isn’t about complacency but about building a meaningful career where their contributions are recognised and their future feels secure.
Designing workplaces that support both groups means creating environments that encourage growth and progression while allowing flexibility for exploration and change.
3) Communication and technology
Technology continues to shape how we interact, but the way each generation prefers to communicate reveals clear differences. Millennials are comfortable with digital communication such as email, instant messaging and virtual collaboration tools, having witnessed their rise throughout their careers. Efficiency and accessibility are priorities, but this reliance can sometimes come at the expense of personal connection.
Recent research shows that 84% of Gen Z employees prefer face-to-face communication, while Millennials tend to be more comfortable using digital channels. For younger workers, direct interaction is a way to build trust, strengthen relationships and learn through meaningful conversation.
Having grown up surrounded by digital communication, Gen Z recognise its limits. They often seek in-person discussions that help them connect on a deeper level and demonstrate their value more effectively. For them, human connection is central to learning, feedback and collaboration.
Workplaces that balance both styles by creating space for spontaneous conversation alongside tools for quick digital communication will encourage stronger engagement and collaboration across generations.
4) Wellbeing as a workplace standard
Wellbeing is now recognised as essential to performance. Millennials helped bring conversations about mental health into the workplace, while Gen Z have normalised them. Only 52% of Gen Zs and 58% of Millennials describe their mental health as good or very good, with workload and lack of recognition among the main challenges. In today’s world of work, both generations expect employers to create environments that actively support wellbeing.
For Gen Z especially, purpose is deeply linked to wellbeing — 86% say it’s central to their job satisfaction.
Workplace design plays a key role in delivering that support. Features such as natural light, greenery and other biophilic elements help boost focus and mental clarity, while quiet zones, wellness rooms and ergonomic furniture enhance comfort and concentration. On-site fitness spaces, hydration points and collaborative breakout areas encourage movement, balance and social connection throughout the day.
5) Social consciousness and values
Both generations want to work for organisations with a clear sense of purpose, but Gen Z take this expectation further. They look for employers who demonstrate genuine integrity and social awareness and are drawn to companies that show a visible commitment to diversity, equity and inclusion (DEI).
While Millennials value alignment with company values, Gen Z expect those values to be lived every day — in how a business communicates, the initiatives it supports and the example set by its leaders. They are drawn to organisations that speak openly about purpose, equality and sustainability and are quick to hold them accountable when actions don’t match words.
For employers, the message is clear: authenticity matters. Defining a clear purpose, demonstrating it consistently and embedding it into workplace culture are now essential to engaging the next generation of talent.
While there are clear differences between generations, there’s also significant common ground. Both Millennials and Gen Z want workplaces that value people, purpose and flexibility — they simply express those needs in different ways. For employers, the opportunity lies in recognising those nuances and designing spaces and cultures that meet both sets of expectations. By creating environments that are adaptable, inclusive and aligned with a clear sense of purpose, businesses can bridge generational divides and build workplaces where everyone feels engaged, supported and ready to thrive.
