gen Z work expectations in singapore 2025: how employers can adapt.

Understanding Gen Zs can feel like deciphering a new language. For one, they are speaking in new slang that sounds foreign.

This generation has very different ideas about what work should be like. For instance, the majority of Gen Zs have never worked in the office before in their life. They do not view hybrid and remote work as perks. Instead, flexible working is the normal arrangement that they only ever know of and experienced.

Beyond flexibility, Gen Zs also have very different viewpoints and expectations about career progression and salaries. In this article, we will explore Gen Z's talent expectations and the gaps that create friction between employers and this emerging generation in the workforce.

understanding gen Z expectations in the workplace

So what are Gen Z talent expecting when they are looking for a job or when evaluating their current employers to decide whether they should stay or to move on? 

The 2025 Employer Brand Research survey found that Gen Zs in Singapore value having a good work-life balance over an attractive salary and benefits. However, a recent survey by CNA’s Money Mind found that 58% of Gen Z expects a starting salary to be at least S$5,000 as they wish for financial freedom and to retire at an earlier age. 

On the surface level, it seems like Gen Zs want it all. But when we dive deeper into Generation Z career expectations​, they have clarity about what they expect from employers.

1. fast-track career progression: what gen Z wants 

The previous generations might have been content to “start from scratch” and patiently work their way up with hard work and long hours in the same organisation. Gen Z has a completely different mindset. 

With AI transformation and globalisation, Gen Z thrives on work that’s both strategic and innovative. They are embracing AI and other new technologies that will result in faster and quicker outcomes. And because they can produce more, they want career progression to be fast-tracked as well. They look forward to working on projects that challenge them differently and have a strong desire to know clearly how they are contributing to the bigger picture. 

In reality, it is the same hunger employers had when they were younger, and Millennials know this too well. Born in the dot-com era, Millennials challenged the use of fax machines and phone calls, when sending emails and using digital trackers felt quicker and more efficient. And they were not wrong. 

Putting yourself in their shoes, Gen Zs are just eager for roles where they can use and grow their expertise to pick up skills that'll serve them well into the future. At the same time, they are redefining how work should be done with the help of AI. 

managing expectations for faster career development 

Many employers express concern about Gen Z’s eagerness for rapid advancements and perceive that early career professionals are seeking quick rewards without first building a strong foundation. Managers may also feel that Gen Z employees are tempted to skip steps for instant gratification. 

However, what Gen Z truly needs is proper guidance and clear learning tracks. Managers play a big role in not only monitoring the progress of junior team members, but also in reassuring them that they are moving in the right direction. 

Gen Z employees seek timely, constructive feedback on how to improve their work. They also appreciate guidance on the type of training they should register for, or be informed in advance about upcoming development programmes. 

To support Gen Z and manage their expectations, managers should invest time in offering regular feedback and practical guidance. This support helps improve the quality of their work and empowers Gen Zs to self-assess whether they are ready for more responsibilities or if they still have room for growth in their current roles. 

2. how to build a workplace culture where gen Z can thrive 

While previous generations focus on building their careers early on in their careers to “climb the ladder”, many Gen Zs are more value-centric. This does not mean they lack ambition. Rather, they are consciously rejecting the “hustle and bustle” mindset in favour of healthier boundaries. 

Gen Zs deeply care about things like equity, mental health, and being able to be themselves at work. And it's a big deal for them. Our research shows that a significant 67% of Gen Z workers would actually consider leaving a job if they didn't feel a sense of belonging. In fact, 37% have already quit because they felt they had to hide parts of who they are at work. 

For Gen Z, work is not merely a 9-to-6 obligation, it is an integral part of their lives. They seek workplace cultures in Singapore where they can fully be themselves and thrive both personally and professionally. 

3. how to focus your job search on companies that invest in you

The disconnect in values and workplace culture expectations leaves almost all generations perplexed, with an expectation that the other party should yield. However, this “my way or the highway” approach is causing a lot of friction and frustration. Companies frequently organise events to foster better connections, but these alone are not enough to bridge the cultural divide. 

To foster a culture where Gen Z can truly thrive, organisations need to prioritise mutual understanding and flexibility. Managers should intentionally create safe spaces for Gen Z employees to openly share their perspectives and concerns, and listen actively to them without interrupting. 

It is critical for managers to sometimes allow employees to voice their challenges without immediately offering solutions. Such sharing is an essential part of Gen Z’s learning process, enabling them to express themselves without fear of judgment while recognising that emotional openness is equally important at work. 

Managers should offer help thoughtfully by stepping in when they identify cues. These cues might include employees recounting all the efforts they have made or expressing frustration. Even subtle cues such as long pauses or one-word responses can indicate when support is needed. By listening attentively and responding to these moments, managers can provide targeted help without undermining their autonomy. 

4. gen Z’s strong desire for higher pay 

Gen Zs are reportedly expecting higher starting salaries at S$5,000, almost comparable to someone who is 5 years into the job for some roles. This high expectation could stem from higher cost of living, peer comparison, or wanting a better “starting point”. 

Gen Zs prioritise financial stability and they have several income avenues to be able to retire earlier. Many want salaries that let them live comfortably, not just to get by. There is also greater salary transparency, which makes it easier for Gen Zs to compare themselves with their peers and industry standards, often fueling higher salary expectations. 

These high salary expectations could also be the reason why Gen Z found it harder to secure jobs compared to older generations. At the same time, some Gen Zs are willing to wait it out and are less urgent to secure a job, especially when taking a gap year after graduation and before starting work is normal. 

how employers can manage gen Z salary expectations

High starting salaries are indeed possible for some super technical roles in technology, construction, supply chain and more. It was also possible during the brief post-COVID boom when demand for products and services surged. 

However, employers face smaller hiring budgets and a more cautionary recruitment approach in today’s tighter economy. 

To meet Gen Z’s financial aspirations, it is clear that simply offering competitive salaries is not enough. Gen Z talent often evaluate the whole remuneration package such as hybrid work options, leave options, mental health support, and skills development opportunities. They also take a step further to study the company’s reputation for manageable workloads and workplace culture on online forums and communities. 

For companies that are not able to meet salary expectations, it may sometimes be better to cut ties sooner rather than later. Trying to stretch beyond budget constraints to meet unrealistic demands can undermine internal pay equity. When the gap is mutually acknowledged and respected, companies earn trust through honesty and transparency, which may be valued by other talent. 

learn more about generation Z talent expectations

Randstad conducts several research studies every year like Workmonitor and Employer Brand Research to help employers craft and refine talent attraction strategies. 

It’s critical for companies to craft and strengthen their employer brand when strong variables like Gen Z workforce and AI digital transformation come into play. Download our latest 2025 Employer Brand Research report polling 2,588 respondents in Singapore to find out where talent expectations lie and how employers can formulate their employee value propositions and employer brand strategy to respond. 

Fill in the form below for more workforce trend analyses to reshape and boost your talent attraction and retention today.

related articles 

• future of work 2025: building a resilient workforce through employer branding and employee experience.
• why employee training and development matters most of singapore job choices in 2025
• decoding generation Z characteristics in the workplace: gaps in trust

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