India, January 13, 2026 – Naukri, India’s main job portal, has launched its Voices @ Work report, “The Gen Z Work Code: What Drives, Engages, and Retains Them.” Based mostly on a survey of over 23,000 Gen Z professionals throughout 80+ industries in company India, the report uncovers uncooked insights into their profession drivers.
Key findings spotlight Gen Z’s distinct priorities: 50% contemplate work-life stability essentially the most important think about job gives in addition to wage, 57% outline profession progress as studying new abilities on the job slightly than promotions, 81% desire recognition via progress alternatives over reward, and whereas micromanaging bosses impression solely 16% of Gen Z’s psychological well being, they stress 25% of Millennials, revealing generational shifts in office tolerances.
50% of Gen Z Demand Work-Life Steadiness as High Precedence in Job Provides
One in two Gen Z professionals view work-life stability because the decisive factor when assessing job alternatives, past compensation, with the desire surging to 60% for these with 5-8 years of expertise. This development marks a shift from standard incentives, urging employers to implement versatile hours and weekend protections. Failing to take action might alienate half of this expertise pool, because the report stresses making stability a core coverage to curb turnover.
57% Outline Profession Development as Upskilling, Not Promotions or Pay Raises
A majority of Gen Z (57%) sees skilled development via talent acquisition on the job, outpacing wage hikes (21%) or promotions (12%), with artistic fields like design and promoting hitting 78%. As expertise grows, wage expectations rise to 25% amongst older Gen Zs. Employers ought to reply with tailor-made upskilling packages and progress roadmaps to nurture loyalty and stop stagnation.
81% Crave Recognition By way of Development Alternatives Over Mere Appreciation
Gen Z overwhelmingly favors substantive rewards like progress alternatives (81%), dismissing public or personal reward (simply 9%), with larger earners (15-25 LPA) displaying 28% curiosity in financial perks versus 8% at entry degree. This requires progressive recognition methods past phrases. The report recommends premium studying incentives, comparable to programs or conferences, to encourage performers and increase engagement.
Solely 16% of Gen Z Cite Micromanaging Bosses as High Psychological Well being Stressor
Whereas no work-life stability (34%) and lack of progress (31%) high Gen Z’s psychological well being
issues, micromanaging bosses rank lowest at 16%, in comparison with 25% for Millennials who really feel the “burn” extra intensely. Poisonous colleagues have an effect on 19% of Gen Z. Employers can deal with this by instituting quarterly workload checks to bridge stability and progress gaps, lowering absenteeism and quiet quitting throughout generations.
“The Gen Z Work Code” empowers organizations to adapt to this technology’s wants, providing methods to bridge generational divides, improve psychological well being by tackling key stressors, and promote retention via mentorship and skill-focused cultures.