Career advancement continues to be valued by younger generations, but holding leadership positions is no longer the primary goal. In Portugal, only 6% of Generation Z and 4% of Millennials cite achieving leadership positions as their main professional ambition, according to Deloitte's "Gen Z and Millennial Survey 2026".

Still, 63% of Generation Z and 61% of Millennials show interest in taking on leadership roles at some point in their careers. The difference lies, above all, in what they prioritize over this goal: work-life balance, financial independence, and job stability.

Work-life balance leads the priorities.

Among young Portuguese people, maintaining a good work-life balance is the top priority for 28% of Generation Z and 32% of Millennials.

Financial independence comes next, mentioned by 23% of Generation Z and 30% of Millennials, while job stability and security are indicated by 14% and 13%, respectively.

Most also prefer a more gradual progression: 55% of Generation Z and 52% of Millennials opt for stable and sustained growth, compared to only 16% and 18%, respectively, who prefer rapid advancement in position or salary.

Despite these priorities, 31% of Generation Z and 39% of Portuguese Millennials already manage or supervise teams or hold executive positions. Globally, these figures are higher, standing at 45% and 61%, respectively.

Cost of living influences career decisions.

Financial concerns are having a direct impact on personal and professional choices. The cost of living is the main concern for 51% of Generation Z and 50% of Portuguese Millennials. Among the former, the mental health of their generation comes next, with 20%, while among Millennials, political instability and international conflicts stand out, with 29%.

More than half of those surveyed admit to having postponed important decisions for financial reasons: 57% of Generation Z and 65% of Millennials have postponed projects such as starting a family, pursuing further studies, or changing careers.

Housing factors influence career choices.

Housing is another factor that greatly influences the expectations of these generations. In Portugal, 81% of Generation Z and 78% of Millennials say that housing affordability influences their career decisions, percentages well above the global averages of 69% and 64%.

Furthermore, 57% of Generation Z and 41% of Millennials feel they lack the ability to buy a home.

Among Portuguese Millennials, 46% say they have difficulty affording all their monthly expenses, compared to a global average of 34%.

A higher salary can make leadership more attractive.

Among young people who currently show no interest in leadership positions, a higher salary is the main factor that would make them reconsider, cited by 49% of both generations.

Next are the provision of leadership training, mentioned by 31% of Generation Z and 32% of Millennials, and flexible work models, indicated by 30% and 31%, respectively.

The data suggests, therefore, that leadership is not necessarily rejected, but rather becomes conditional upon the quality of the conditions associated with the role.

46% feel stressed most of the time.

Well-being also continues to be a critical issue. 46% of Generation Z and 46% of Portuguese Millennials say they feel stressed permanently or most of the time.

Among the main factors cited are long working hours, mentioned by 65% of Generation Z and 60% of Millennials, lack of recognition and reward, with 52% and 61%, and toxic organizational cultures, indicated by 44% and 57%.

However, there are some signs of improvement. By 2026, 58% of Generation Z and 56% of Millennials believe that employers take mental health seriously, up from 54% and 44% respectively the previous year.

68% already use artificial intelligence at work.

Artificial intelligence is already widely integrated into the daily professional lives of these generations. In Portugal, 68% of Generation Z and 68% of Millennials say they use AI in their daily work. The technology is used not only for professional tasks, but also for learning, career advice, and managing work-related stress.

Among Generation Z, 73% use AI to identify learning opportunities, 60% to seek career advice, and 48% to cope with work stress . Among Millennials, the percentages are 72%, 55%, and 52%, respectively.

Despite widespread use, training remains limited. Only 20% of Generation Z and 19% of Millennials have completed training in artificial intelligence, below global averages.

Lack of confidence in the tools' results, insufficient knowledge, and poor adaptation to the specific needs of the roles are among the main obstacles identified.

Purpose remains important, but few feel aligned.

A sense of purpose remains a significant factor in job satisfaction. 95% of Generation Z and 98% of Millennials consider it important to feel purposeful at work. However, only 46% and 43%, respectively, feel that their current role aligns with their values and beliefs.

Interpersonal relationships also influence retention. Six out of ten young people from both generations say they have colleagues they consider personal friends.

Among Millennials with friends at work, 60% plan to stay with the organization for more than five years, compared to 45% among those who do not establish this type of relationship.