A recent Wall Street Journal article [1] described numerous job postings in which employers bluntly describe that they expect employees to hustle and work long hours. The article quotes, for example, a listing that says “If you’re looking for work-life balance, this isn’t it,” and another suggesting applicants need not apply unless they are eager to work 70 hours a week. Online reactions to the trend described in the article range from denouncing the glorification of burnout, to those who appreciate the honesty of the expectation of the employer in describing the work environment.
While this shift from attracting applicants with a more permissive company-culture description to one with strict “company in charge” language may be trending, it is not in line with what today’s millennial and Gen-Z workers are seeking. Companies are still struggling to find and retain employees, particularly when specific skillsets are needed.
McKinsey & Company’s HR Monitor Survey [2] indicates that, on average, only 56% of job offers were accepted in the countries surveyed (which included European countries and the U.S.), and of those new hires, 18% (in Europe) left during their probationary period. The survey found the hiring “success rate,” or percentage of new hires who were still with the company after six months, was only 46% (in European countries that were surveyed). The report cites the following top five reasons why employees change jobs: compensation and other benefits; training and development opportunities; flexibility in hours and location; relationships with managers; and work-life balance.
Generational insights
Recently, Deloitte shared insights from its Global Gen Z and Millennial Survey [3], which included 23,482 respondents from 44 countries. In this study, Gen Zs are defined as those born from 1995 through 2006, and millennials as those born from 1983 through 1994. The survey data indicate that both Gen Zs and millennials are attracted to jobs that offer learning and development opportunities, investments in financial security, meaning and well-being.
While more than 50% of the respondents already use generative artificial intelligence (gen AI) in their jobs, more than 60% of them expressed concern that gen AI will eliminate jobs, and so they are focused on developing skills that will secure their future employment. Interestingly, they prioritized soft skills, like communication and networking, as being most valuable for career advancement. Additional skills they expect to be most valuable include time management, industry-specific expertise, creativity and innovative skills, and project-management skills.
Also interesting was the respondents’ concerns about the costs of higher education and that curricula are not relevant enough to job-market needs. Over 30% of survey respondents said they did not plan to pursue higher education. Instead, they are more interested in skill-based learning. On-the-job learning opportunities are therefore very important. More suggestions for organizations looking to attract and retain these workers can be found in the report [3]. ■
Dorothy Lozowski, Editorial Director
- Lindsay Ellis, Think Work-Life Balance Is Overrated? You’re Hired!, Wall Street J, July 6, 2025. www.wsj.com/lifestyle/careers/job-listings-labor-market-373b4331
- McKinsey & Co., HR Monitor 2025, June 2025. www.mckinsey.com/capabilities/people-and-organizational-performance/our-insights/hr-monitor-2025
- Elizabeth Faber, Gen Zs and millennials at work: Pursuing a balance of money, meaning, and well-being, Deloitte Insights, June 2, 2025. www.deloitte.com/us/en/insights/topics/talent/2025-gen-z-millennial-survey.html