Shifting Work Trends Among Generation Z
Karla Guzmán, 27, has changed jobs three times within the past year. As a medical student, she left her previous positions due to experiences of “labor exploitation.” Endless shifts drained her energy and left little time for studying for her residency exams. Currently, Guzmán works from home at a medical call center, benefiting from more stable hours. “The night shifts, sometimes over 12 hours, were exhausting. I arrived home tired, barely slept, and promptly returned to the hospital. It became unbearable,” she explains. Guzmán exemplifies the growing trend among young professionals who view work as a means to an end rather than a lifelong commitment.
The Rise of Professional Minimalism
This emerging work philosophy, termed “professional minimalism” by various publications including Fortune and Forbes, showcases how Generation Z is prioritizing clear contracts, timely departures, and personal life balance. In this new work landscape, many young people also seek “side hustles” that offer additional income and enjoyment.
Success for this generation is increasingly measured by stability, free time, and financial security, contrasting the upward mobility sought by previous generations. A recent Glassdoor survey revealed that 68% of employees under 29 would not pursue management roles without significant salary or title incentives. “Leading isn't the goal when real ambition lies beyond the office,” they state on the company's blog. Many prefer horizontal career advancements—moving between opportunities rather than climbing a corporate ladder. This approach is referred to as the “lily pad model,” which emphasizes strategic job changes at different life stages. According to Randstad's report on Generation Z, the average tenure for their first jobs is approximately one year and one month, reflecting a shift in job expectations.
Personal Experiences Reflect Broader Trends
Aylin Silva, 28, an audiovisual producer, encountered similar challenges in her communications and marketing roles. She felt “easily replaceable” and believed that achieving flexible hours or salary increases required excessive unpaid overtime. After about a year, she opted to freelance, acknowledging a lower income but gaining autonomy and control over her time. Her choice illustrates a broader preference among her generation for managing independent projects and client relationships over dealing with demanding supervisors and unfulfilled commitments.
Challenges Faced by Employers
Recruitment firms, such as Hays Spain and the Adecco Group, attribute this trend of employee turnover to several factors: a low frustration threshold, high expectations for growth, inadequate flexibility from companies, and workplace ideals propagated through social media that often clash with lived experiences. Talent director Alberto Gavilán from the Adecco Group notes, “These platforms showcase appealing experiences that are not reflective of what all companies can offer.”
Platforms like TikTok and Instagram promote various work cultures; however, trends often depict extreme routines like early rising for a balanced life, which some view as a form of self-exploitation. Many young workers are reluctant to adopt such demanding work environments, contributing to high turnover rates that present significant challenges for businesses. Gavilán warns that rapid employee turnover incurs considerable costs, leading to a destabilized work environment that perpetuates further turnover.
Adapting to Generation Z's Expectations
Experts agree that companies must adapt to Generation Z's evolving workforce expectations. “Organizations should emphasize transparency from the outset, provide leadership opportunities, recognize contributions, encourage active participation, and ensure psychological safety,” advises Silvia Pina, director at Hays Spain.
Recent studies indicate that 57% of Generation Z individuals engage in at least one side project, indicating a stark contrast to Millennials (48%) and Generation X (31%). For many, side hustles serve as an outlet to regain a sense of control and fulfillment. Aylin Silva articulates this sentiment: “I realized that establishing a career within a corporation isn't the solution. My goal is to find my own clients and work on projects independently.”
A Redefinition of Work Relationships
This shift is not indicative of laziness or apathy; rather, it represents a fundamental redefinition of the worker-employer relationship. The trend toward freelance, multifaceted, and flexible work reflects a pragmatic reassessment of what it means to earn a living. Many view work not as a religious commitment but as a necessary tool, redefining success to focus on dignity and personal satisfaction rather than climbing the corporate ladder.
