Gen Z, and Gen Z women in particular, are rethinking the traditional career ladder by embracing the “lily pad” approach - hopping between roles that offer growth, purpose, and flexibility, rather than chasing linear titles.
Lucy Kemp, employee experience expert and Brand Director at La Fosse, explains why UK employers must adapt to this shift, and fast, to retain the next generation of talent, drawing on insights from La Fosse’s Gen Z report, which surveyed over 2,000 Gen Z employees to understand their aspirations, preferences, and needs.
According to the report, 58% of the global workforce will be Gen Z by 2030, highlighting the urgency for organisations to understand and accommodate a change in workforce structure.
“This is about ambition being redefined,” Lucy explains. “Gen Z employees want growth, but on their own terms, with control over how, when, and where they develop.”
What is lily padding - and why should employers pay attention?
The lily pad approach reflects a growing desire for purposeful, balanced careers. Employees aren’t avoiding responsibility – instead, they are strategically choosing roles that align with both their personal and professional goals.
The research shows:
- 72% of Gen Z have either left or would consider leaving a role due to inflexible work policies
- 54% want to start their own company
- 82% emphasised the importance of personalisation in their work environment, showing that one-size-fits-all solutions no longer work
“Gen Z’s entry into the workforce isn’t just another generational shift,” says Lucy. “With unique communication styles, progressive values, and enormous creative potential, they require managers who actively recognise their talents, nurture skills, and help lay strong foundations for their future influence on businesses.”
Why employers need to take action
Failing to adapt to the lily pad mindset has tangible consequences.
“Traditional promotion structures and rigid career paths no longer meet Gen Z’s expectations, leading to disengagement and higher staff turnover,” explains Lucy.
“Women, in particular, view the concept lily padding as a strategic necessity - they are planning for a career-life balance in ways previous generations didn’t need to consider. Employers who don’t accommodate that may miss out on ambitious, high-potential talent.”
Five ways employers can adapt to the lily pad mindset
1. Offer flexible career pathways
Career progression is no longer defined by one upward route, and employers need to reflect that in how roles and development plans are structured. For Gen Z in particular, growth is increasingly about choice, adaptability, and alignment with life outside of work.
“Flexible career pathways recognise that people grow in different directions at different times,” explains Lucy. “Some will want to take side moves to build new skills, others might support different teams on short-term projects, and some will want to develop leadership capability through mentoring rather than formal management roles.”
She adds: “There are also moments in life, like returning from parental leave, where a different role or team might better support someone without derailing their progression. When employers make that possible, they show that ambition and flexibility don’t have to be conflicting.”
2. Reimagine leadership roles
Traditional full-time managerial posts may no longer appeal to a generation where 54% of Gen Z want to start their own company. Rotational, part-time, or portfolio leadership roles can provide growth and responsibility while allowing the autonomy that this generation values.
“Gen Z seek leadership on terms that make sense for their lives,” explains Lucy. “They’re looking for freedom, independence, and financial reward that matches the level of responsibility.
“Traditional leadership roles can clash with personal priorities, making people choose between career growth and life outside work. Offering rotational, part-time, or portfolio leadership opportunities lets employees lead while maintaining balance, and keeps organisations developing future leaders without forcing people into rigid structures.”
3. Support purpose-driven work
Beyond routine responsibilities, employees are looking for projects that align with their passions and values. 78% of Gen Z reported missing out on developing certain interpersonal skills due to predominantly virtual early-career experiences, showing the importance of in-person collaboration and meaningful work.
“Purpose-driven work gives employees the space to develop skills, confidence, and networks while contributing to projects that matter,” explains Lucy. “This could be a micro-project they design themselves, mentoring colleagues, leading an internal community, or volunteering in ways aligned with the company’s goals.
“Even carving out dedicated time to experiment with new ideas can spark innovation and engagement. When people can explore work that excites them and adds tangible value, both them and the organisation thrive.”
4. Redefine rewards and recognition
For Gen Z, promotions and pay are not the only motivators. Flexible benefits, mentoring, and personalised growth opportunities signal that the organisation genuinely values them. 72% of Gen Z have left or considered leaving roles due to inflexible policies, highlighting the importance of recognition and support.
“Lily padding is all about pursuing growth on your own terms, and rewards should reflect that,” explains Lucy. “Offering training courses in areas employees are genuinely interested in, funding side-project development, or providing mentoring opportunities, allows people to explore skills that matter to them.
“Gen Z employees are looking for authenticity in how they’re valued, not easy perks that feel like a box-tick. They want recognition and support that aligns with their personal and professional goals, giving them the freedom to shape their own career journey.”
5. Create a culture of continuous learning and check-ins
Gen Z expects ongoing development rather than static roles. Frequent informal feedback, collaborative projects, and in-person soft skills training help them build the competencies they need to thrive. 85% of Gen Z view continuous learning as essential, and 70% said they would benefit from more frequent touchpoints beyond the traditional annual review.
“Continuous learning is part of how Gen Z navigates lily pad careers,” explains Lucy. “They want to move between roles, explore different projects, and take on new challenges, but they need support to do it successfully.
“Regular check-ins give managers the chance to understand individual goals, offer mentoring, and suggest targeted learning opportunities. Providing workshops, peer-led sessions, or time to experiment on new skills ensures employees are not just moving, but moving with purpose and developing the capabilities to thrive.”
Putting lily padding into practice
“Lily padding isn’t a trend - it’s the future of work. Employers who cling to traditional ladders risk losing talent. The key is to create a lily-padding style environment within your organisation, where employees can move between roles, explore new challenges, and grow their skills, without leaving entirely.
By offering flexibility, personalisation, and meaningful development opportunities, organisations can retain ambitious employees, cultivate high-performing teams, and stay competitive in an evolving workforce,” Lucy adds.
With Gen Z set to make up the majority of the workforce by 2030, organisations that rethink career progression now – embracing mobility, choice, and growth – will be best positioned for the future.
For more information about La Fosse, visit https://www.lafosse.com/
