Something big is happening in the world of work — and it’s not just about AI, remote meetings, or return-to-office debates. It’s deeper. Structural. And it’s already here.
We’re living through a seismic collision of employee expectations, generational values, and business realities — and most workplaces weren’t built for it.
McCrindle’s 2025 Workforce Trends make it clear: organisations are being reshaped in real time. The generational baton is being passed — Boomers are retiring, Millennials and Gen Z are taking the reins — and they’re asking different questions about what work is for.
And according to Dr Ben Hamer, McKinsey, and KPMG, many leaders are completely unprepared for this shift.
This isn’t a future problem. It’s a right now problem.
The Expectations Tipping Point
Today’s employees want more than just a salary. They’re looking for meaning, growth, flexibility, and a life that actually works.
- 61% of Australians would leave their job for a better lifestyle
- 55% are seeking greater purpose and fulfilment (McCrindle)
- 47% are actively looking to change jobs in 2025 (Hamer)
Younger generations are setting the tone:
- Gen Z wants authenticity, ethical leadership, and real feedback
- Millennials prioritise flexibility, development, and wellbeing
- Gen X — the bridge generation — just wants to be recognised for holding everything together
But here’s the kicker: many senior leaders — still operating from a 2000s-era playbook — are struggling to meet these expectations. That gap? It’s becoming more expensive by the day.
The Leadership Gap Is a Crisis
Most leaders weren’t trained for this version of work. They came up in command-and-control cultures. Now they’re being asked to be:
- Coaches
- Cultural translators
- Mental health first responders
- Equity champions
And they’re exhausted.
The result?
- High performers leave
- Younger staff disengage
- Older staff feel left behind
- Leaders burn out
The solution isn’t another off-site or personality profile. It’s real development, real self-awareness, and a new model of leadership that fits the world we’re now in.
Shane Hatton sums it up well:
“Leadership today isn’t about control — it’s about connection.”
Trust is Broken — and Your EVP Can’t Fake It
McCrindle, Gallup, and Edelman all point to the same thing: we’re in a trust recession.
Younger employees don’t assume loyalty. They need to feel it. Not from your mission statement, but from how you lead, support, and include them every day.
If there’s a disconnect between what’s said and what’s lived — your EVP becomes a liability.
You can’t market your way into a high-trust culture. You have to earn it.
And trust isn’t fluffy. It’s infrastructure.
Career Growth = Retention
Here’s something not enough businesses talk about:
Retention is cheaper than recruitment — but only if it’s intentional.
Millennials and Gen Z want to know:
- What’s next for me here?
- Will anyone help me grow?
- Is there a future with you?
If the answer is unclear, they’ll find someone who has one.
Career development — done right — is a magnet. It’s also one of the clearest signals that you care about your people long term.
Burnout Isn’t a Vibe. It’s a Business Metric.
According to Dr Ben Hamer:
- 66% of workers are experiencing burnout
- It’s highest among Gen Z (70%) and women (72%)
- We’ve tripled the number of meetings since COVID — and taken away the brain breaks
Companies are responding to burnout with more — apps, webinars, fruit bowls.
But what people need is less — less overload, more safety, and better leadership.
“Wellbeing isn’t fixed with perks. It’s fixed by removing the causes of harm.”
Big Money Isn’t Working Anymore
McKinsey’s “Has Mining Lost Its Lustre?” and KPMG’s 2025 Risk Forecast tell a clear story:
Even in high-paid FIFO jobs, money is no longer enough. Workers are leaving $140k–$180k roles citing:
- Loneliness
- Lack of flexibility
- Sexism and poor culture
- Feeling like a number, not a person
“Remuneration is still important,” said KPMG’s Caron Sugars, “but companies must now focus on wellbeing, values alignment, and trust.”
If your response to rising attrition is to throw more cash at it — you’re solving the wrong problem.
What People Actually Want
Let’s cut through the noise. Employees today are asking for:
- Leadership that listens and grows
- Clarity and fairness
- Psychological safety
- Purposeful culture
- Wellbeing as standard, not an add-on
- Pride in where they work
And if your team is rolling their eyes at that list?
Start there.
The Leadership Imperative
This shift doesn’t require a new HR initiative.
It requires leaders who are willing to change.
Dr Ben Hamer says the most critical leadership skill of the next decade is self-awareness.
McCrindle shows trust is earned through transparency and consistency.
Shane Hatton says great leaders go first.
The old playbook: Boss says, people obey.
The new playbook: Leader listens, people join.
That takes work — not policies.
What To Do Now
Here’s where you start:
- Reflect – Ask how it feels to be led by you. Do people feel seen, safe, and supported?
- Rebuild – Rethink your EVP. Does it speak to today’s values, not yesterday’s perks?
- Listen – Feedback isn’t a formality. It’s fuel. Use it.
- Lead – Leadership is a privilege. Treat it like one.
Final Word: This Isn’t a Warning. It’s a Mirror.
Your workforce has already changed.
If your leadership hasn’t — the call is coming from inside the building.
You can feel the shift, can’t you? That subtle disconnect between how work used to be done and what people are asking for now?
It’s not a blip. It’s a reset.
And those willing to lead differently will be the ones people want to follow.
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