Clear schedule, no overtime: Gen Z shared with the National Centre RUSSIA their criteria for choosing work

Generation Z's attitude towards work has become a subject of active discussion on social media and in professional communities. According to the latest research conducted by SberCIB Investment Research and the "Zarplata.ru" service, Gen Z representatives — members of Generation Z (born 1997-2010) — prefer to work strictly within fixed hours, do not welcome overtime, and place great importance on psychological comfort.

The National Centre RUSSIA asked Generation Z what criteria are important to them when choosing a workplace. Questions were answered by young media professionals from different corners of our country who came to the final event of the flagship project of the Movement of the First.

Lexa Fisher (Moscow) works as a marketer and runs her own blog for children on social media.

"In professional activity, comfort, respect and good attitude from the team are important to me — this energises me for work. I am fine with overtime, but only if it doesn’t happen every day," the young woman explained.

Ulyana Korobova (Smolensk region) is just starting her career in the media sphere.

"We live in a world of strict deadlines, and I would like them to be specific and not shift. Good relationships between colleagues are important to me, as is team building and being a united team. I would also like management to encourage employees’ achievements," the young specialist shared her opinion.

Photo: Press Office of the National Centre RUSSIA

Vladislav Romanenko (Republic of Bashkortostan) said that it is important to him that his work does not take up his entire day, leaving time for hobbies and other activities.

"For me, the main criterion is a partial or full remote format. Besides, it is important not to overwork, and for the work to be interesting and not turn into one continuous routine," he emphasised.

Alisa Kotova (Krasnodar region) believes that one needs to find a balance between work and rest in order not to burn out.

Practising psychologist, existential analyst and team coach Maria Oleinikova suggests that Gen Z’s position is rooted in the psychological characteristics of a generation that formed under conditions of high uncertainty, a new digital environment and a constant flow of information.

"From childhood, they observed how older generations faced professional burnout, overtime and chronic stress, and learned that the price of such efforts often turns out to be higher than the benefit received. As a result, control over their own involvement and resource preservation occupies an important place in their value system. From a psychological standpoint, this attitude serves as protection against repeating others’ experience of exhaustion, but at the same time it reduces readiness for situations that require quick decisions, prolonged concentration and stepping beyond familiar comfort boundaries," noted Maria Oleinikova.

In her opinion, many Gen Z representatives are oriented towards work that organically fits into their desired lifestyle, where there is time for personal interests, social connections and self-knowledge. Such a position supports their internal stability but often limits readiness for career breakthroughs, which in most cases require a period of increased workload and uncertainty.

"We cannot call Gen Z’s attitude towards work simply a ‘new trend’ or a rejection of old standards. This is the result of psychological adaptation to a world where the value of stability and self-preservation is placed above the traditional model of career growth," added Maria Oleinikova.

Meanwhile, employers increasingly face the need to adapt working conditions to a model suitable for Generation Z: a clear schedule, transparent tasks, the possibility of remote work, and guaranteed rest time. Such an environment reduces staff turnover among young employees, but at the same time it creates the risk of forming a habit of working only within pre-set boundaries, which may slow professional development and limit potential.