Ananya Singh, a digital marketer affiliated with a Mumbai-based agency, emphasizes the importance of setting explicit availability expectations. I communicate my offline periods to my manager in advance.
Last week, I attended a painting class and ensured my team was aware that I would be unresponsive during that time, the 23-year-old articulates. “It’s not about evading responsibilities; rather, it’s about attaining equilibrium. By valuing our personal time, we become more productive during work hours.”
This philosophy is resonating with younger employees globally, even in the face of rising layoffs and a decelerating job market.
According to a 2025 Gallup study, the average work hours for full-time employees in the United States have declined over the past five years, particularly among those under 35. In 2019, the average was recorded at 44.1 hours per week, which diminished to 42.9 hours by 2024.
Furthermore, a 2024 survey conducted by talent engagement platform Unstop, involving 5,350 Gen Z workers and 500 HR professionals in India, revealed that 47% prioritize work-life balance when evaluating potential employers.
“The Gen Z interpretation of risk diverges significantly from that of their predecessors. Raised in an environment that lauds entrepreneurial risk-taking, with norms such as gap years and career resets, they are more equipped to navigate job market downturns,” remarks Aparna Jain, an associate professor and head of business studies at Dr. Shantilal K Somaiya School of Commerce and Business Studies in Mumbai.
“They comprehend the necessity of a long-term sustainable lifestyle rather than merely seeking short-term stability.”
Confidence Amid Instability
Unlike earlier generations, who often reacted to layoffs by extending their work hours to prove their value, Gen Z employees employ a more strategic mindset. For instance, Mehta supplements his full-time employment with freelance design projects, viewing them as opportunities for enhancement rather than solely as a financial fallback.
“When layoffs in our sector are announced, I revise my portfolio, connect with clients, and concentrate on aspects within my control,” he explains. “I refrain from internalizing fears; instead, I focus on preparing for future opportunities.”
Similarly, Singh confronts professional risks with a pragmatic outlook. Following her company’s recent restructuring, she adhered to her regular hours, prioritizing tasks that could be managed without sacrificing her personal time. “It’s fundamentally about balance,” she asserts. “I can yield results without jeopardizing my well-being.”
Swati Dhir, an associate professor and chairperson of the PGDM (HRM) program at IMI Delhi, observes, “The Gen Z interpretation of risk starkly contrasts with that of boomers and millennials. Having experienced an era characterized by volatility, they are acutely aware of their own skills.”
“Most individuals from this generation also serve as secondary income earners within their family units, freeing them from the pressures faced by sole breadwinners. This psychological buffer enhances their willingness to embrace risk,” she continues.
Such confidence is significantly shaped by the era in which they were nurtured. Following the economic reforms of 1991, the rise of tech startups, and increased access to global media, risk-taking and career exploration have become normalized behaviors.
Many young professionals benefit from the stability of dual-income households, a security that previous generations often lacked.
Work-Life Balance as a Core Principle
For Gen Z, work-life balance transcends mere preference; it forms an essential part of their identity. “Having observed my parents labor to the point of exhaustion—my mother as a nurse and my father as a pilot—I refuse to let my career dominate my existence,” declares Vikas Kapoor, a 25-year-old associate at a law firm in Delhi.
This perspective aligns with findings from Deloitte’s 2025 Gen Z and Millennial Survey, which indicates that a mere 6% of Gen Z workers view climbing the corporate ladder as their primary career aspiration. Ambition remains, however, opportunities for learning and development are consistently cited as primary motivators for choosing employers.
Jain points out that heightened mental health awareness shapes this generation’s work approach. “The recognition that psychological well-being is as vital as physical health has fostered a culture in which balance is integral to professional life,” she explains. “Unlike older generations, they are unreserved in establishing boundaries and asserting the necessity of saying no.”
A 2025 survey of over 1,100 US-based interns at KPMG found that work-life balance frequently takes precedence over salary when assessing job opportunities. This perspective is reinforced by earlier experiences of lacking empathy during layoffs.
“The younger generation mirrors the treatment they receive,” Dr. Dhir asserts. “When organizations disregard their needs, they respond by asserting boundaries rather than overextending themselves.”
Responses to Layoffs: A Divergence
Reactions to layoffs vary considerably across sectors, according to the two experts. “Gen Z entering the tech sector is already conscious of the cyclical nature of layoffs, leading to responses that are less emotional and more calculated due to the transparency historically exhibited in this domain,” notes Dhir.
“Conversely, in banking, education, and consulting, new entrants expect stability and long-term career identities, making layoffs in these sectors more psychologically disruptive.”
Start-ups, however, cultivate a mindset of healthy skepticism; employees anticipate volatility and respond by fortifying their boundaries while remaining flexible.
Organizational practices significantly impact how young employees navigate periods of turbulence. Inadequate communication during layoffs can prompt self-protective behaviors.
Aarav Kapoor, an employee at a Delhi-based start-up, recounts, “Following the restructuring, details regarding responsibilities remained ambiguous.
I concentrated on elements within my control and asserted my boundaries, which helped maintain my productivity and mental well-being.”
According to Jain, “An increase in workload coupled with unclear messaging inadvertently compels Gen Z to establish firmer boundaries. Transparency and empathic communication from leadership keep employees engaged during tumultuous times.”
Managerial perceptions of Gen Z’s insistence on balance vary. Some perceive it as an indication of entitlement or lack of drive, while others recognize it as an essential evolution in the professional landscape.
“The post-pandemic workplace requires humane policies and prioritizes mental health,” states Dhir. “Respecting boundaries correlates with enhanced performance rather than diminished dedication.”
As Gen Z progresses into managerial roles, their commitment to balance is likely to endure in a more structured manner. Many are eschewing traditional management pathways in favor of honing individual expertise, skill enhancement, and mental health—this evolving phenomenon is occasionally termed “conscious unbossing.”
Jain comments, “They will intertwine responsible leadership with flexibility, thoughtful workload management, and clear communication. Productivity will now be gauged by outcomes instead of hours clocked.”
Mehta and Singh exemplify this paradigm shift. Both exhibit dedication to personal growth but do not conflate success with overexertion. For them, balance serves as a strategy for sustainable performance.
Dhir adds, “Organizations that navigate layoffs with transparency, fairness, and emotional intelligence reinforce trust with Gen Z. Employees are inclined to engage and contribute even in challenging situations when they feel valued.”
Ultimately, the approach taken by Gen Z signifies a profound transformation in workplace culture. Work constitutes a part of life, rather than its entirety.
Side projects, remote opportunities, and flexible schedules harmoniously coalesce with professional development, giving rise to a workforce characterized by resilience, adaptability, and awareness of boundaries.
As Singh succinctly puts it, “I don’t neglect my work, but I refuse to let it define me. Balance is not optional; it’s essential.”
Source link: Livemint.com.
