The pandemic taught us many things, among them the need to make healthcare a priority, to hold government officials accountable for decisions that ultimately affect people’s lives, and to never take anything for granted.
And now, it appears that for the younger generation of workers, flexible working arrangements are preferable to those that require them to be at a cetain location every day, logging in a fixed number of hours while there.
According to the Department of Labor and Employment, the workforce is undergoing a dynamic shift.
“Young people are increasingly seeking not just any job, but meaningful work that aligns with evolving global demands,” said Labor Undersecretary Carmela Torres.
These evolving global demands include a growing interest in flexible work arrangements, digitally driven roles, and contributions to sustainable practices, she said.
While details of how the DOLE was able to arrive at these conclusions are not immediately available, the finding resonates with global trends, not necessarily in the context of the pandemic but as a function of generational evolution.
An April 2025 article on Forbes.com, for instance, says Gen Zs – those born roughly between 1997 and 2012 — are redefining the way they want to work.
“This cohort brings a values-first mindset to work. Their goals are different. As opposed to older generations, this group wants more than a paycheck. They desire purpose, meaningful work and providing an impact,” the article written by Jack Kelly says.
The Forbes story also mentions the 2024 Deloitte Global Gen Z and Millennial Survey found that 86% of Gen Zers say a sense of purpose is key to job satisfaction, with 44 percent willing to reject employers misaligned with their ethics. An earlier study by Deloitte found that 49 percent of Gen Z workers would quit within two years if they are dissatisfied with company values or work-life balance. “Unlike older generations, Gen Z is less likely to stick around if their needs for flexibility, growth, and alignment aren’t met, frustrating managers accustomed to longer tenures.”
The Forbes article also cites a 2023 Pew Research study that ys seven in 10 Gen Z workers prefer working for organizations with strong ethical stances even at the cost of a lower salary, differing from millennials (58%) and Gen Xers (47 percent).
And, in consonance with the DOLE statement, Gen Z workers indeed overwhelmingly prefer hybrid or remote work. “LinkedIn’s 2024 survey found 72 percent of Gen Zers have left or considered leaving jobs lacking flexible policies, dwarfing Millennials (55 percent) and Gen X (40 percent). Deloitte’s 2024 data adds that 63 percent prefer hybrid arrangements, valuing control over where and when they work. This isn’t just convenience, it’s a lifeline to balance amid economic and mental health strains,” it says.
Of course, the Philippine situation would be slightly different from Western or global environments despite these trends. Nonetheless, decision makers in the government and in industries – who likely belong to a prior generation – must acknowledge that the emerging workforce have different needs and preferences. They must concede that the younger generation’s way of getting work done is not necessarily superior or inferior, just different, and a function of the time in which they live.
Thus, adapting to these evolved needs and preferences is needed to achieve full potential, productivity, as well as better quality of life.