Navigating the Values Gap in Today’s Workforce

Recent research has highlighted a growing disconnect between the values held by Generation Z and those most sought after by employers. While hiring managers continue to prioritize achievement, learning, and a strong work ethic, today’s younger workforce increasingly values self-care, individuality, and personal fulfillment. This divergence is a recurring theme across our own clients and it is already shaping recruitment and retention challenges.  Given current trends, its impact on organizational performance and culture is likely to deepen in the years ahead.

To help leaders anticipate and respond to these shifts, VFS’s forthcoming Foresight Playbook is focused on the future of the workplace. As an optional supplement, the Playbook includes a set of prepared scenarios. Of the four scenarios included in the supplement, our analysis indicates that the generational values gap most likely accelerates us toward a future characterized by “The Great Unbundling”, a scenario in which traditional employment gives way to decentralized, gig-based work, portfolio careers, and rapid change, leaving some regions and organizations struggling to adapt.

When we consider all of the scenarios in the Playbook supplement, and if the values gap continues to grow, leaders should be aware of several risks. In the short term (2026–2027), organizations may face more acute labor shortages and challenges attracting talent to traditional roles than they already do. By the mid-term (2028–2030), fragmentation of workplace norms and the decline of routine jobs could disrupt established business models, especially in sectors like hospitality and public services. Looking to the long term (2031–2035), persistent regional disparities and the rapid pace of change may leave some organizations vulnerable to stagnation or decline.

There are practical steps leaders can take today. First, assess internally how well your workforce’s values align with those of your organization and its strategic goals. How wide is the values gap within your organization, and how wide is it within your current recruitment efforts?  Second, set aside dedicated time for your leadership team to evaluate how prepared your organization is for the range of risks identified in our scenarios, and to begin planning for adaptation.  You can start small: schedule 45 minutes and have your team consider those risks in advance.

As the future of work continues to evolve, engaging with VFS and leveraging our Foresight Playbooks, our facilitated foresight projects, and our Strategic Conversations can help your organization stay ahead of the curve. Contact us to learn more about our products and services and let us help your team think strategically about what’s coming next.