Expert Explains Why Gen Z Prefers Work-Life Balance Over Promotions
Promotions have traditionally been viewed as a hallmark of professional success. However, recently, many members of Generation Z have been choosing to decline promotions in favour of prioritising work-life balance.
Rahmi Damayanti, a family science expert from IPB University, stated that this decision does not necessarily indicate that Gen Z lacks ambition or a desire to grow. According to her, this is due to a shift in orientation regarding the meaning of success in the workplace.
“For some Gen Z individuals, success is no longer measured solely by promotions, increased responsibilities, or structural positions, but also by the ability to achieve balance between work, family, personal life, health, and self-development,” Rahmi said in a written statement.
From a family science perspective, Rahmi explained that work is a vital component of an individual’s and a family’s life. When work demands increase while time and energy for family and personal life decrease, individuals may reconsider their career choices.
“Therefore, the decision to refuse a promotion can be a way of prioritising quality of life, rather than simply showing an unwillingness to accept responsibility or grow in one’s career. Furthermore, Gen Z is entering the workforce amidst significant changes: digitalisation, increasing work demands, work flexibility, and a heightened awareness of the importance of health and well-being,” she added.
Nevertheless, Rahmi cautioned against generalising this phenomenon. Many Gen Z individuals still aspire to lead, but they desire leadership models that are more flexible, humane, and collaborative, without having to sacrifice their personal or family lives.
According to Rahmi, the challenge is not merely making Gen Z willing to accept positions, but how organisations can design jobs and leadership roles that are healthier and more sustainable. One approach is through the implementation of family-friendly workplaces—systems, policies, and work environments that support individuals in remaining productive and advancing their careers while still fulfilling their family roles and responsibilities.
“This can be achieved through work flexibility, healthy workload management, support for family needs, leave, more adaptive working hours, and an organisational culture that does not use overworking as a measure of loyalty,” Rahmi concluded.