91% of employers in Vietnam report challenges managing Gen Z professionals

Organisations

• While 72% of organisations are open to hiring Gen Z professionals, 3% are hesitant
• 56% of organisations believe that Gen Z employees possess strong digital literacy and tech-savviness, which are seen as highly beneficial.
• More than four in ten organisations (44%) prioritise open communication as their main approach to supporting Gen Z employees.
• Around one-third of companies (33%) provide mentorship and career guidance programmes to help young professionals navigate their early careers.

Gen Z professionals

• 82% of Gen Z professionals believe companies are prepared to meet their needs, with 18% saying organisations are “very prepared” and 64% “prepared.”
• Job mobility remains high among Gen Z professionals: 38% expect to stay with an employer for just 1-2 years, while 34% anticipate staying between three and five years.
• Learning by doing matters most for Gen Z, with 65% saying on-the-job training offers the most valuable development, followed by mentorship programmes (18%).

As Gen Z professionals continue to enter Vietnam’s workforce, their expectations around career development, work structure, and workplace well-being are influencing how organisations attract and retain talent. While this generation brings digital fluency, adaptability, and fresh perspectives to the workplace, new survey findings from Robert Walters show that organisations and young professionals are still navigating differences in expectations and working styles.

Findings from a recent survey of over 100 employers and Gen Z professionals in Vietnam show that organisations continue to face challenges in managing younger employees, while Gen Z workers themselves emphasise the importance of structured roles, practical learning opportunities, and supportive workplace environments.

What does Gen Z want?

Survey results reveal several clear priorities among Gen Z professionals in Vietnam when it comes to employment.

Contrary to common assumptions that younger workers prioritise flexibility above all else, Vietnamese Gen Z professionals show a strong preference for clear and structured roles, with 63% identifying structured job scopes as their preferred working style. Flexible remote work options rank second at 19%, followed by independent working roles (13%) and collaborative team environments (6%).

This preference suggests that clarity in responsibilities and expectations plays a significant role in helping young professionals build confidence and perform effectively in their roles, particularly early in their careers.

Learning and development opportunities are another key priority. A significant 65% of Gen Z professionals identify on-the-job training as the most valuable way to build skills, reflecting a strong preference for practical learning experiences that allow them to develop capabilities while contributing directly to their work. Mentorship programmes (18%) and workshops or seminars (12%) are also valued, while external courses (5%) rank lowest in preference.

When considering employment, both job security and stability and well-being support rank as the top concerns for Gen Z professionals in Vietnam (32% each). These are followed by firms’ adaptability to technology (20%) and diversity and inclusion (16%). These findings indicate that while career development remains important, young professionals also place strong emphasis on workplace environments that support mental health, stability, and modern working practices.

Retention also remains a key consideration for organisations. 38% of Gen Z professionals expect to stay with an employer for only 1–2 years, while 34% anticipate remaining for 3–5 years, suggesting that organisations have an opportunity to strengthen engagement through clearer career progression pathways and supportive workplace cultures.

Challenges in managing Gen Z

While Gen Z professionals bring valuable perspectives and strong digital adaptability, integrating them into existing workplace structures can present challenges for employers.

The survey shows that 91% of employers report experiencing challenges when working with or managing Gen Z professionals, with 36% describing the experience as difficult and 55% noting some level of difficulty. Differences in communication styles, expectations around career progression, and approaches to work can sometimes create friction in multi-generational teams.

Despite these challenges, organisations are taking proactive steps to better support young professionals. Encouraging open communication (44%) is the most commonly adopted approach among employers, followed by mentorship and guidance programmes (33%). Other initiatives include fostering diversity and inclusion (11%) and offering flexible work arrangements (11%).

These efforts highlight how organisations are adapting their workplace practices to bridge generational gaps and better integrate Gen Z professionals into their teams.

Phuc Pham, Country Manager of Robert Walters Vietnam offers his suggestions for organisations aiming to better adapt to working with Gen Z:

To better align workplace strategies with the expectations of Gen Z professionals, organisations can consider the following approaches:

·         Provide clear role structures: Define responsibilities and career pathways to give young professionals clarity and direction in their roles.

·         Prioritise practical learning: Invest in on-the-job training, mentorship, and hands-on development opportunities that allow employees to learn while working.

·         Support employee well-being: Implement initiatives that promote mental health, stability, and work-life balance.

·         Encourage open communication: Foster transparent dialogue between managers and employees to build trust and mutual understanding.

·         Promote inclusive workplace cultures: Create environments where employees across generations feel supported and valued.

Looking ahead

Phuc Pham remarks: 'As Gen Z becomes an increasingly important part of Vietnam’s workforce, organisations that understand and respond to the expectations of this generation will be better positioned to attract and retain top talent. By providing clearer role structures, practical development opportunities, and supportive workplace environments, businesses can help Gen Z professionals thrive while strengthening collaboration across multi-generational teams.

In an evolving workplace landscape, building mutual understanding between employers and young professionals will be key to unlocking the full potential of Vietnam’s next generation workforce.

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