The 2025 Deloitte Global Gen Z ve Millenials survey reveals that only 6% of Gen Z aspire to become senior executives. Today’s young professionals are moving away from the traditional “career ladder” model and embracing a “career cycle” approach instead. Rather than focusing solely on vertical promotions, they value gaining experience through project based work and lateral moves.
This mindset transforms the idea of a career from a one-way pyramid into a multidirectional career lattice. For Gen Z, the meaning and purpose of their work outweigh status. They aim to enrich their leadership journeys by exploring different functions and departments. At the heart of this shift lies a desire to prioritize quality of life, favoring work-life balance, value alignment, and personal growth over titles. As a result, they are building careers around cycle paths that allow them to learn, adapt, and find meaning across diverse experiences, rather than climbing a single linear trajectory.
What Does This Mean for Companies?
Interpreting Gen Z’s preference for “comfort zones” as laziness would be misleading. Deloitte’s data shows that 70% of Gen Z regularly develop new skills to advance their careers, highlighting their strong motivation to learn and grow. They want to maintain their life quality while making meaningful contributions at work.
Also, 54% of Gen Z consider meaningful work a top priority when choosing an employer and place equal value on learning and development opportunities. When switching roles, 26% prefer better work-life balance, 24% seek more flexible schedules, and 20% prioritize gaining new skills.
For managers, this calls for a major shift in leadership style. 86% percent of Gen Z seek mentorship for career growth, while 89% view on the job learning opportunities as the most valuable support. Consequently, leadership approaches that emphasize guidance, inspiration, and work-life boundaries, rather than micromanagement, are gaining prominence. Companies adopting flatter hierarchies, cross-functional projects, rotational programs, and flexible structures are strengthening both engagement and productivity.
Why Does the Career Cycle Approach Matter?
This approach shouldn’t be seen as exclusive to Gen Z. It’s emerging as a framework to shape the future of work itself. Organizations that provide flexible, project-based, and experience-driven career paths will attract young talent and also create a space for better teamwork across multigenerational teams.
This transformation fundamentally redefines leadership. Success is no longer measured by reaching the top but by learning along the way, drawing insights from diverse disciplines, and creating value together. Embracing career journeys as a cycle is becoming a strategic move for companies aiming to support the next generation of leaders.
