Every generation leaves its mark on the workplace. Baby boomers brought loyalty, Generation X prized independence, and millennials reshaped careers around flexibility and meaning. Now, Gen Z is stepping into the workforce, and their approach to career growth is creating a new divide.
Gen Z has developed a reputation for boldness. They ask for flexibility, push for higher pay, and are willing to walk away if their needs aren’t met. Millennials, by contrast, are showing signs of caution. Many are entering their 30s and 40s with mortgages, children, and financial responsibilities that make risk-taking harder. Together, these differing mindsets are shaping workplace dynamics in 2025.
1. Gen Z’s appetite for risk
For Gen Z, boldness is less about arrogance and more about pragmatism. They came of age during a pandemic, saw AI reshaping industries, and grew up amid rising costs of living. In this environment, they’ve learned that waiting patiently for opportunities doesn’t guarantee security.
A Forbes article recently highlighted the rise of “job hugging,” where workers cling to roles for stability, but noted that Gen Z is often the first to buck the trend, switching roles quickly if they sense stagnation. This readiness to leap reflects an underlying belief: career success depends on creating momentum rather than waiting for it.
Externally, data backs up this risk appetite. Deloitte’s 2025 Gen Z & Millennial Survey found that nearly one-third (31%) of Gen Z plan to leave their employer within the next two years, compared with just 17% of millennials. Career growth and pay are the biggest motivators behind these moves, highlighting how Gen Z are more willing to switch roles quickly to advance. They’re also the most likely to pursue side hustles, not just for income but as testing grounds for future careers.
2. Millennials’ turn toward stability
Millennials, once seen as the job-hopping generation, are taking a different tack in 2025. Having lived through the 2008 financial crisis, the pandemic, and now an AI-driven disruption of roles, they are increasingly focused on security. Their risk tolerance has narrowed as family commitments and financial pressures mount.
Forbes has noted that older professionals behind on retirement savings are looking for new income streams while balancing stability concerns. While millennials aren’t yet at retirement’s door, the message resonates – they are prioritising long-term stability over short-term experimentation.
In the UK, this plays out in rising demand for roles with predictable pay and benefits. Recent labour market data shows that temporary work is on the rise, climbing nearly 10% year-on-year to 1.60 million workers in early 2025. Millennials remain more concentrated in permanent contracts, while Gen Z is disproportionately represented in temporary or gig roles. This divergence points to a generational recalibration: millennials are less likely to roll the dice when stability is within reach. Stability is also reflected in the sectors they gravitate toward. Many favour industries underpinned by long-term policy commitments, such as healthcare, education, and renewable energy. Britain’s recent onshore wind strategy, for example, is projected to create 45,000 jobs and demonstrates how policy-driven sectors can offer both stability and future relevance.
3. Where boldness meets caution
These contrasting mindsets can sometimes create tension. Gen Z employees may view millennials as risk-averse or even complacent, while millennials may see Gen Z colleagues as impatient or entitled. Yet the truth is that each generation brings valuable lessons to the table.
The boldness of Gen Z injects energy into organisations. Their willingness to question norms keeps companies from becoming stagnant. Their comfort with technology and AI tools often pushes teams toward efficiency and innovation. Meanwhile, millennial caution serves as ballast. Their longer career experience and financial pragmatism add perspective, helping organisations balance ambition with realism.
One example is the surge in hybrid work negotiations. Gen Z employees are often the first to push for full flexibility, citing productivity and well-being. Millennials, though open to remote work, frequently balance that with concerns about career progression, mentorship, and employer loyalty. The debate itself forces organisations to adapt policies that work across life stages, rather than leaning too heavily toward one group’s preferences.
External research reinforces this. McKinsey’s State of Organizations report highlights how generational priorities diverge. Gen Z workers are far more likely to push for flexible arrangements and purpose-driven work, while millennials tend to place greater emphasis on structured training, advancement pathways, and financial security. Both groups are negotiating for better work lives, just from different angles.
4. Bridging the generational gap
The workplace divide is real, but it doesn’t have to be destructive. Leaders can use it as an opportunity to foster cross-generational collaboration. Encouraging reverse mentoring – where Gen Z shares digital fluency while millennials provide career strategy – creates a cycle of shared growth.
Organisations can also tailor benefits to reflect different life stages. Student loan assistance or professional development stipends appeal to Gen Z, while childcare support and long-term savings options resonate with millennials. By acknowledging the distinct motivations of each group, employers can design policies that foster inclusion rather than friction.
At an individual level, professionals can learn from each other’s strengths. Millennials can borrow some of Gen Z’s boldness, whether that’s negotiating for a pay rise or pursuing a side project, while Gen Z can learn patience and resilience from millennials who’ve weathered multiple downturns. Instead of seeing differences as obstacles, both groups can use them to shape careers that are ambitious yet sustainable.
Don’t let the divide define you
The generational split between boldness and caution isn’t about right or wrong, it’s about context. Gen Z’s appetite for risk is a rational response to uncertainty. Millennials’ preference for stability is equally rational given their financial and family responsibilities.
What matters most is how professionals use these tendencies to their advantage. Boldness without strategy can lead to burnout. Caution without ambition can stall career growth. The sweet spot lies in combining the best of both: Gen Z’s readiness to act with millennials’ wisdom about when to hold steady.
As the UK labour market heads into 2026, that balance will be the true career power move. The question isn’t whether you’re bold or cautious, it’s whether you can flex between the two when the moment demands it.