YOUTH AT WORK
GEN Z IS REDEFINING AMBITION
Fazmina Imamudeen takes note of how the young generation is defining success
For decades, ambition was measured by how quickly one climbed the corporate ladder. Success was defined by job titles, size of the office, and visibility in a hierarchy that rewarded loyalty and long hours.
But for Gen Z, that career ladder no longer leads to anywhere meaningful.
What once stood as a symbol of progress now feels more like a relic. In its place emerges a model of ambition that’s flexible, values driven and deeply personal. For employers holding onto traditional incentives, this shift is not merely uncomfortable – it’s inevitable.
Gen Z was forged by instability during the 2007/08 global financial crisis (GFC), witnessed the rising cost of higher education, and entered a job market that was shaped by automation and economic unpredictability.
Politically and culturally, its members grew up during a time of mass movements such as Black Lives Matter, in a digital landscape that was polarised and misinformed.
The COVID-19 pandemic halted their education, delayed career starts, and recalibrated what security and success look like. Therefore, it’s no surprise that they approach the world of work with cautious realism and a strong desire to protect their wellbeing.
Gen Z is often considered lazy or entitled because they resist the models that older generations accepted without question. So opting out of ‘burnout culture’ does not seem like apathy; it is intentional.
A 2025 global Deloitte survey found that nearly 90 percent of Gen Z respondents cited a sense of purpose as being essential to job satisfaction. Few expressed an interest in senior leadership roles. Instead, they prioritised financial stability, ethical alignment, and opportunities to learn and grow.
For many in Gen Z, the idea of chasing promotions within a rigid structure is at odds with their broader goals. A title is no longer a symbol of success if it requires sacrificing health, boundaries or integrity.
Having begun their careers in a world where remote work was the norm, many now see flexibility as a marker of respect rather than convenience – and being asked to sacrifice it often reads not as leadership but control.
In particular, mental health has moved from the margins to the centre of professional life.
Gen Z speaks openly about ‘burnout,’ anxiety and the psychological toll of constant pressure. Unlike previous generations, youth doesn’t glorify endurance for its own sake. Gen Zs expect tangible and continuous support – not annual wellness emails.
They are increasingly choosing roles that preserve balance over those that promise prestige. Many are turning down leadership opportunities altogether – not due to a lack of ambition but because they seem to have a different definition for the notion altogether.
For Gen Z, success isn’t linear but lateral, expansive and often unconventional. It’s about autonomy, alignment and the ability to grow without burning out. Young people are more likely to pursue diverse experiences, upskilling or creative side projects than chase a fixed endpoint. Their careers are ecosystems, not ladders.
Reimagining ambition poses a serious challenge to businesses that are still operating under legacy systems. Traditional incentives such as promotions, bonuses and loyalty metrics are losing their grip. Gen Z wants purpose baked into a company’s operations rather than only its mission statement. They expect learning to be part of the job and not a reward for tenure.
By 2030, youth will comprise most of the global workforce. Their expectations aren’t passing trends but signals of a deeper cultural shift instead. To dismiss them as disinterested is to misread them entirely.
They are not without ambition; they’re simply asking better questions: ‘Does this work reflect who I am?’, ‘Is it sustainable?’ and ‘Is it worth it?’ And in those questions lies the new shape of ambition.
