From Zoomers to Baby Boomers: What each generation really wants from work?

Corporate overlords, take note: the era of employees happily jumping through hoops to keep you happy is fading fast.

That is, at least, one possible interpretation of the news that work-life balance and job stability have dethroned salary as the top job magnets, as Randstad’s Workmonitor 2025 Report states.

Let’s look at these findings and break down what really matters to each generation of workers.

Generational breakdown: Who wants what from work?

It may come as no surprise that different generations tend to have varying preferences regarding job priorities. Hence, we have the priorities of:

• Gen Z (Zoomers) want stability first (76%), followed closely by work-life balance (74%) –– because in an unpredictable world, a steady paycheck and time to breathe are non-negotiable.
• Millennials, the burnout survivors, crave security and balance more than ever (84% and 83%, respectively). They’ve seen the hustle culture and said, “No thanks.”
• Gen X is still all about the money (87%), though work-life balance (86%) and stability (85%) are right behind. They want the bag, but they also want their evenings back.
• Baby Boomers? Surprise! Salary still matters (87%), but work-life balance (85%) is gaining ground – because even the most seasoned workers know life’s too short to spend in all at work.

Generally speaking, 79% of employees feel they have a good work-life balance, up slightly from 78% last year, and 68% believe their salary allows them to live comfortably. Other top job factors include paid leave (77%), health insurance (74%), location flexibility (70%), flexible working hours (81%), and control over job responsibilities (69%).

The demand for upskilling is up

As technological advancements accelerate, skills development is becoming a critical deciding factor for job seekers. The latest talent trends reveal that:

• 44% wouldn’t accept a job without future-relevant skill development opportunities (a 22% increase from the previous year).
• 41% would quit a job lacking learning and development programs, up from 29%.

But one question arises, and that is: who exactly should take the initiative in upskilling? Employer or the employee? Employees are divided: 35% say skill-building is their responsibility, but 39% still point to employers.

• Employers have a different dilemma: 90% of companies agree they should provide training – yet 58% admit they don’t know how to improve their programs.

How can employers adapt?

And so, the question arises: What lessons can amplyers take from the above information? Here are the points to which employers should pay particular attention:

• Flexibility isn’t optional anymore. Remote work, hybrid models, and flexible hours are must-haves.
• Job security needs real action. Clear career paths, upskilling opportunities, and internal mobility can keep employees invested.
• Work-life balance is paramount. Unlimited PTO sounds nice, but real balance comes from respecting boundaries and avoiding burnout culture.