When Hiten Makad, a 26-year-old global finance consultant who has worked across India, the UK, and the US, began advising teams across continents in early 2025, he noticed a shift that had little to do
with markets — and everything to do with mindset.
“In previous years, conversations were dominated by growth curves and velocity,” Makad says. “In 2025, people started asking a quieter but more important question: how long can we keep working like this?”
For someone operating in high-pressure financial environments, the change felt significant. “This wasn’t emotional chatter without evidence,” he adds. “Attrition numbers, sick leaves, disengagement, all of it was measurable. People were still ambitious, but they wanted ambition without burnout. I felt a significant shift, not just working with my Indian peers but also globally as well.”
Not just his, but many other Gen Z, in fact, across generations, professional behavioural stories came to define the larger India workplace story in 2025.
When ambition stopped looking like exhaustion
For years, professional ambition in India followed a familiar template: longer hours, faster promotions, constant availability. By 2025, that definition began to fracture.
“Gen Z didn’t arrive one morning and flip workplace culture,” says Asif Upadhye, Director & Dark Knight, Never Grow Up. “They simply articulated what many employees across generations had been feeling but hadn’t yet voiced.”
Younger employees asking for manageable workloads or mental health support were often perceived as disengaged. “In reality,” Upadhye explains, “ambition hasn’t disappeared. It has been renegotiated.”
This renegotiation unfolded across various sectors, including technology, finance, education, healthcare, and manufacturing, and coincided with rising uncertainty in global markets, layoffs, and post-pandemic fatigue. When unpredictability became constant, stability itself began to look like success.
Mental health moves from conversation to infrastructure
By 2025, mental health was no longer a sidebar in corporate policy decks. “Burnout, anxiety, and lifestyle disorders have become structural risks to productivity,” says Akshay Verma, Co-founder, FITPASS. “They’re not fringe issues anymore.”
According to LinkedIn’s Workforce Confidence Index and Deloitte India’s Human Capital Trends report, over 60% of young Indian professionals reported chronic stress, while nearly one in three switched jobs citing mental health reasons. Therapy access, employee assistance programmes, manager-led wellness check-ins, and mental health days moved from optional perks to baseline expectations.
Yet, Verma notes, the conversation often remains incomplete. “Mental and physical health are inseparable. Ignoring one undermines the other.”
The World Health Organisation continues to flag physical inactivity as a leading cause of preventable disease globally. In India’s context, policy and economic studies suggest that improving population-level activity could add ₹15 lakh crore annually to GDP by 2047, while reducing the long-term healthcare burden on employers and public systems alike.
Pushback against the ‘always-on’ culture
Perhaps the most visible workplace shift of 2025 was the growing resistance to perpetual availability.
“We’ve seen a clear behavioural change,” says Dipal Dutta, CEO at RedoQ. “Data shows that nearly 46% of professionals across Indian industries would now turn down a promotion if it came at the cost of personal time.”
This forced organisations to rethink how productivity was measured. “We’re moving away from tracking desk hours,” Dutta explains, “and focusing instead on stable workloads and outcomes.” The timing also coincided with renewed attention on the proposed Right to Disconnect Bill, which recognises the psychological cost of constant accessibility.
“The idea of being available all the time has begun to hurt performance itself,” says Dr Waheeda S Thomas, Dean, Universal AI University. “Work in moderation is becoming a national priority, not just an organisational one.”
Flexibility over fast tracks
Alongside boundary-setting came resistance to rigid office-first mandates. “Professionals increasingly associate productivity with trust, not physical presence,” says Shruti Swaroop, Founder, Embrace Consulting. “For many, stability and predictable workloads now outweigh the appeal of quick promotions.”
HR leaders initially worried this would dilute performance. “What we actually saw,” Swaroop notes, “was improved engagement and lower turnover when workloads became realistic.”
Tarun Gupta, Co-founder at Lissun, observes the same pattern from a mental health lens. “When people know their boundaries will be respected, anxiety reduces. Teams communicate better, focus improves, and commitment is judged by quality of output — not visibility.”
Education and the redesign of work systems
The shift extended well beyond corporate offices. “2025 brought clarity across the education ecosystem,” says Major Manohar Diyali, HR Director, Vidyashilp Education Group. “People weren’t stepping away from responsibility; they were seeking sustainability.”
While digital tools and AI improved efficiency, Diyali notes that productivity improved only when systems supported people. Clear roles, realistic timelines, and transparent communication significantly strengthened collaboration across faculty, administrators, and leadership.
“Pressure without structure doesn’t scale,” he says. “Support does.”
A broader definition of success
For Radhika Iyer Talati, Founder of RAA Foundation, the shift reflects a healthier understanding of achievement. “Success today isn’t just performance-driven. It includes happiness, health, and emotional well-being.”
Organisations ignoring this reality face tangible consequences. “Workplace toxicity remains a concern,” she adds. “Wellness has to be embedded — not announced.”
From a communications and employer-branding lens, Snehal Marchande, Founder, Chanakya PR, points to the financial cost of burnout. “Organisations lose 1.5 to 2 times an employee’s salary annually when burnout leads to attrition. Mental well-being is no longer an HR benefit — it’s a business KPI.”
Gen Z didn’t lower the bar — they moved it
For motivational speaker and disability rights activist Alma Chopra, Gen Z’s approach is often misunderstood. “They are deeply professional — and emotionally intelligent towards themselves and others.”
Rather than chasing relentless acceleration, younger professionals measure success through impact, balance, and longevity. “It’s not about fewer hours,” she says. “It’s about meaningful outcomes.”
Makad sees this alignment globally. “Indian professionals are adopting global best practices faster than before,” he says. “The difference is that they’re doing it with self-awareness.”
What the future of work now demands
By the end of 2025, one reality became unavoidable: productivity driven by exhaustion is unsustainable. Organisations that treated this shift as a discipline problem spent their time enforcing rules. Those who treated it as a design challenge began building trust, resilience, and long-term relevance.
“The future of India’s labour market,” Marchande says, “will reward organisations that measure outcomes — not presence.”
As Makad puts it, “This isn’t about working less. It’s about working human.” And that, perhaps, is the defining professional lesson of 2025: ambition didn’t disappear. It finally learned how to last.
