.avif){kind=logo}
Quality of Work Life (QWL) is not a new concept. Since the 1980s, it has referred to all the physical, organizational, and relational conditions that influence employee well-being.
For a long time, QWL was synonymous with job security, competitive pay, and a safe work environment. But over the generations, this definition has changed... and sometimes radically.
Today, it's Gen Z, born between 1995 and 2010, who are redefining the priorities. Highly connected, engaged, and sensitive to societal issues, they are pushing companies to rethink their approach to work. And the numbers speak for themselves: according to the 2025 Gen Z and Millennial Survey by Deloitte, 44% of Gen Z have already turned down a job because it didn't align with their values. Furthermore, 40% of them report feeling stressed most of the time.
What if Gen Z is rewriting the very definition of quality of work life? From the security of yesterday to the aspirations of today, this shift is reshaping our relationship with work.
It's now up to companies to understand these aspirations... and adapt to them.
Entering the job market during the post-war economic boom (the "Trente Glorieuses") or just after, baby boomers experienced a period of strong economic growth and full employment.At the time, quality of work life was, above all:
The recipe for success could be summed up in two words: patience and loyalty. Climbing the ladder was a gradual, almost automatic process based on seniority.
In that era, professional success even had a very concrete symbol: the corner office with a view. More than just a workspace, this famous corner office, spacious, bright, and often perched at the top of a building, embodied the peak of the hierarchy. It was a privilege for senior executives, a sign that one had "made it." For many, it was a goal in itself, almost as important as the title or the salary (Gensler).
Entering the workforce in the 80s and 90s, members of Generation X grew up in the shadow of the baby boomers' stability but quickly realized the rules had changed. Their context? A world in transformation, marked by:
In this shifting landscape, their concept of quality of work life evolved. Job security and decent pay remained important, but another lever emerged: flexibility. For them, this meant:
For Gen X, QWL was no longer measured solely by stability, but by the ability to evolve in a changing world.
At the crossroads of technological revolutions and economic upheavals, Millennials grew up with the Internet... and entered the workforce in the midst of a transformation of the world of work. Between the 2008 crisis, the rise of digital technology, and the emergence of new organizational models, they developed a vision of quality of work life that was decidedly different from their elders.
For them, QWL is no longer measured only by stability or benefits, but rests on three essential pillars:
As Jeanne C. Meister and Karie Willyerd point out in The 2020 Workplace:
“Millennials are committed to developing new skills and to work for organizations where they have coaches and mentors to learn from on the job.”
It was this generation that helped popularize open-plan offices, coworking spaces, and large-scale remote work, not as "perks," but as the new foundations of modern work.
The definition of quality of work life is evolving further with the arrival of Gen Z in the job market. While they share some expectations with Millennials, meaning, flexibility, personal development, they push them further, with higher standards and fewer compromises.
Where Millennials hoped for change, Gen Z demands it. For them, flexibility is no longer a perk, but a baseline. Value alignment, mental health, and societal impact have become decisive criteria, even deal-breakers.
The Deloitte 2025 Gen Z and Millennial Survey highlights the pillars on which their vision of well-being at work now rests.
Between 34% and 40% of Gen Z members report feeling stressed or anxious most of the time. For this generation, psychological well-being is no longer a secondary issue or a "nice-to-have." It has become a central indicator of quality of work life.
44% have already left a job and 41% have turned down an offer due to misalignment with their values. Working for a company that doesn't share their convictions? Out of the question. For Gen Z, consistency between a company's words, culture, and practices is a key criterion for choosing... and for leaving.
70% of Gen Z say they develop new skills every week, far more than Millennials (59%). Learning is no longer just a lever for professional advancement: it has become a condition for stability and well-being.
65% of Gen Z say they are anxious about the future of the planet and are willing to pay more to support sustainable practices. Their demand for quality of work life doesn't stop at the coffee machine: it includes the company's environmental, social, and ethical impact.
More than half already use generative artificial intelligence at work. They appreciate the gains in efficiency and creativity but also express growing concern about job security. Technology, yes, but not at the expense of people.
Note: The traits mentioned here reflect general trends observed in studies and in practice. But be careful: every individual is unique. There are baby boomers who are highly engaged in societal issues just as there are Gen Z members who value stability or are hesitant about AI. The goal is not to apply labels, but to better understand the major shifts influencing collective expectations... while leaving room for individual journeys. 🙂
The classic indicators of quality of work life, job security, pay, social benefits, are no longer enough to attract Gen Z. These fundamentals remain important, of course... but they no longer make the difference.
Today, young talent expects much more. They are looking for a work environment that is:
For companies, this involves much more than superficial adjustments. It requires a deep rethinking of HR policies, management, culture, and internal practices. In short, it means making QWL a strategic lever... and not just an employer branding slogan.
Quality of work life is not a uniform concept: it reinvents itself with each generation. Gen Z isn't just adding new criteria: they are redefining priorities, demanding consistency, listening, and engagement.
Well-being at work is no longer just about a good salary or a comfortable position. It is embodied in companies capable of aligning values, actions, mental health, learning, and societal impact.
After Gen Z comes Generation Alpha, who are already growing up with AI and even different points of reference... What will their vision and needs be regarding quality of work life? The best, or the most unexpected, may be yet to come.
At eBloom, we support organizations that want to anticipate these changes and build a QWL that is truly in tune with the expectations of new generations.
To learn more about what eBloom offers, sign up for our free introductory session.
From HR digitalization to AI integration and new employee expectations, the human resources sector is rapidly changing. Based on responses from over 450 Belgian companies, our report gives you a head start to prepare your teams and strategy for the realities of tomorrow.
.jpg)
