2025年Z世代和千禧一代调查报告（英文版）-德勤

2025 Gen Z and Millennial SurveyGrowth and the pursuit of money, meaning, and well-beingEach generation brings values, attitudes, and beliefs that shape what makes them happy in the workplace. Projected to make up 74% of the global workforce by 2030, Generation Z (born between 1995 and 2006) and millennials (born between 1983 and 1994) are a defining force. It is important for businesses to understand what matters to these generations. Deloitte Global’s Gen Z and Millennial Survey, now in its 14th year, examines the factors shaping the worldviews of 23,482 Gen Z and millennial respondents across 44 countries. The results reveal a cohort of professionals who are rejecting traditional rules and antiquated structures in their pursuit of career satisfaction—and ultimately, happiness. Gen Zs and millennials are ambitious. But for them, success is not necessarily about climbing the corporate ladder. In fact, many are not motivated by reaching senior leadership positions, revealing a potential leadership pipeline problem for the future.Learning and development is a priority, and they expect their employers to provide these opportunities. Some have foregone higher education to pursue the practical skills that trade or vocational training provides. And as technology transforms the world of work, Gen Zs and millennials are enhancing their knowledge and embracing new tools, such as GenAI.These generations are seeking more than just a job. Making money is important but so is finding meaningful work and well-being. They are looking for careers with the right balance of these factors, a “trifecta” that can be hard to find. They have high expectations for their employers, and they often job hop to meet their career ambitions in a world where the social contract between employers and employees has eroded. Many feel their managers are not meeting their needs. Some believe that companies are not doing enough to address workplace stress. And most are feeling the pressures of the cost of living. The findings demonstrate the need for organizations, senior leaders, and managers to create environments where workers can not only attain the trifecta of meaningful work, financial security, and well-being, but also achieve the professional growth they are looking for. By supporting these pillars consistently, organizations can uphold the social contract and create a cycle of satisfaction, engagement, and success. Deloitte Global © 2025. For information, contact Deloitte Touche Tohmatsu Limited.2025 Gen Z and Millennial Survey2Among this year’s key findings:Gen Zs and millennials are focused on learning, but feel their managers are missing the mark on key aspects of their developmentGen Zs are more focused on work/life balance than climbing to the top of the corporate ladder—only 6% say their primary career goal is to reach a leadership position. But they don’t lack ambition. When asked the strongest reasons they chose to work for their current employer, learning and develo