Why Gen Z and Millennials are changing the rules of money and work
"It’s like nobody wants to work anymore."
We have all heard it, the familiar refrain from older generations suggesting that today’s young people are lazy, entitled or bad with money. But the numbers tell a very different story.
In Australia, the median house price is projected to soar above US$650,000, while the average full-time wage sits at around US$60,000. Compare that to the 1980s, when a typical home cost three to four times the average income.
Companies that fail to adapt risk losing top talent and market trust.
Today, in many cities, it is closer to 10–15 times. Meanwhile, wages have not kept pace with inflation and the rising cost of living has made essentials, from rent to groceries, feel out of reach for many.
It is no surprise that younger generations are questioning the old formula for success: study hard, get a degree, land a secure job, buy a house and you will be set for life. With AI, automation and the gig economy reshaping the workforce, that path is no longer as secure or realistic as it once was.
A new definition of success
Millennials and Gen Z are not rejecting ambition, they are rejecting burnout. These generations value time, flexibility and mental health as much as financial security. They have watched traditional systems fail too many people and are writing a new playbook for wealth, one that prioritizes freedom, creativity and purpose over the status symbols of previous eras.
For CEOs, this shift is more than a cultural trend. It represents a fundamental change in what younger employees and consumers expect from work and money. Companies that fail to adapt risk losing top talent and market trust.
The lesson for leaders is clear. Flexibility, fairness and purpose are no longer perks. They are prerequisites.
Consider the rise of financial influencers, transparent salary discussions and side hustles. For younger workers, talking about money openly is not awkward, it is empowering. They are demanding workplaces and brands that align with their values, and they are willing to walk away from those that do not.
The lesson for leaders is clear. Flexibility, fairness and purpose are no longer perks. They are prerequisites.
What this means for CEOs
So what does this generational shift mean for business leaders?
Rethink rewards and benefits: Younger employees see money as a tool for freedom, not just consumption. Offer financial wellbeing programs, flexible compensation packages and pathways to autonomy.
Align with values: Millennials and Gen Z care deeply about sustainability, inclusion and ethics. This is not performative for them; these are deciding factors in where they work, shop and invest.
Support entrepreneurial mindsets: Many are building side hustles or creative ventures alongside traditional work. Instead of resisting this, consider how you can harness it through intrapreneurship programs or flexible working models.
As someone who built a seven-figure net worth by her late twenties and has taught hundreds of thousands of young Australians through my platform Invest with Queenie, I have seen firsthand how powerful these mindset shifts can be. Younger generations are not waiting for systems to change. They are creating new ones.
For forward-thinking CEOs, this is an opportunity. By understanding and supporting the way Millennials and Gen Z approach money, you can build workplaces and brands that do not just survive the future, they define it.