As many as 91% of Generation Z representatives believe they have the right qualifications to perform their duties. This is a generation aware of its value – nearly 7 out of 10 Gen Zers believe they could find a new job that meets their expectations in just six months. Although 76% of men and 66% of women in Gen Z see real career development opportunities, including promotions, in their companies, expectations toward employers are much higher. As many as 36% of Gen Zers say they do not trust their managers.
Young talent in Poland: higher wellbeing than global peers
Despite experiencing stress, young professionals in Poland report better wellbeing, job satisfaction, and a stronger sense of career stability than their peers worldwide. A total of 71% of Gen Z respondents in Poland positively assess their wellbeing level – 4 percentage points higher than the global average. Job satisfaction is reported by 61%, slightly above the global level (60%). Meanwhile, 81% feel secure in the labor market and with their current employer, again 1 point above the global average.
Stress accompanies the young, but doesn’t kill their engagement
Generation Z, aged 18–27, is the group most affected by workplace pressure – 61% of women and 55% of men in Poland say they experience high stress daily. This is the highest level among all generations surveyed. Despite this, Gen Z still finds meaning in work – 82% of women and 84% of men consider their job meaningful. Moreover, 72% of women and 89% of men report that their values align with those of their employer.
“Generation Z entered the labor market during a time of exceptional economic uncertainty, rapid technological change, and unstable employment models. They grew up in a world of constant comparisons on social media and pressure for quick success. Stress is also heightened by the lack of stable role models. Gen Z knows that the proverbial safe job until retirement is now the exception, not the rule. For them, wellbeing is not a perk but the foundation of satisfaction and engagement. It is crucial to offer flexibility in where, when, and how they work so they can harmonize professional and personal life. Equally important are transparent communication and giving employees a sense of influence over team and organizational decisions. Development opportunities, clear career paths, regular feedback, and a partnership approach from leaders are also vital pillars of wellbeing, making young employees feel valued and see the purpose of their work,” says Dominika Winograd, Director of Operational Excellence at ManpowerGroup.
“A strong sense of purpose and alignment of values with the employer significantly strengthens resilience to stress. Meaningful work allows young people to stay engaged despite pressure. However, this alone is not enough – the sense of purpose cannot replace concrete organizational measures. If companies fail to implement systemic solutions that support wellbeing, the risk of burnout remains very real, especially among the most engaged and loyal employees who paradoxically tend to shoulder the heaviest responsibilities,” adds the ManpowerGroup expert.
Job satisfaction overshadowed by uncertainty
One in three young men (32%) report low job stability. Among women in Gen Z, this figure rises to 42%. Trust in one’s manager – a pillar of job satisfaction – also scores lower: just 60% of men and only 53% of women in this generation express such trust, the lowest level compared to other generations.
“Low stability stems from observing an unstable labor market. Young people see that layoffs and reorganizations often affect those with shorter tenure. At the same time, they believe they can grow and get promoted if they stay in the company. This is a paradox: confidence in their skills and development prospects coexists with fear about future employment. For Gen Z, the manager is the real face of the company. It is the manager who builds – or undermines – their sense of security and loyalty to the organization. Young employees expect honesty, partnership, and open dialogue. A lack of trust in leaders directly translates into lower engagement and a faster decision to change jobs,” says Winograd.
Gen Z keeps faith in their competencies
A total of 65% of Gen Zers believe that within just six months, they would be able to find a new job that meets their expectations. This readiness to change stems from strong confidence in their skills – as many as 86% of young men and 97% of young women believe they have the necessary experience and abilities to perform their duties effectively. This confidence is accompanied by optimism about further development – 76% of young men and 66% of women see promotion or role-change opportunities in their organization. Another key factor strengthening their belief in their capabilities is their ease in using the latest industry technologies – declared by 73% of men and 84% of women in this group.
“Gen Z’s confidence is built on several factors: natural digital fluency, easy access to online knowledge, and being raised in a culture that reinforces self-worth. Young employees are convinced they can quickly make up for skill gaps and, if needed, easily find a new job. This gives them a lot of freedom in shaping their careers, although sometimes it leads to overestimating their abilities relative to actual market demands. It is also worth noting that Gen Z women increasingly declare strong belief in their competencies – a breakthrough compared to previous generations, where women were less likely to express such confidence in their professional worth,” concludes the ManpowerGroup expert.
The ManpowerGroup “Global Talent Barometer 2025” survey was conducted between March 14 and April 11, 2025, covering more than 13,000 employees across 19 countries, including nearly 500 respondents from Poland.
Source: CEO.com.pl
