Who are they?

Findings are based on Deloitte 2016 Millennial Survey

Were born

after

1982Have a college degree

Are employed full-timeWork in l

arge (

100+employee

s)

private

secto

r organ

izatio

ns

Global Problem

2 in 3 Millennials expect to leave their current employer by 2020

PERCENTAGE WHO EXPECT TO LEAVE IN THE NEXT..

Don't know6 months 1 year 2 years by 20205 years 5 to 10 years 10 years Would never leave

Expect to stay

13 12 19 22 66 11 11 27 85

64

71 76

52

65

76

71

100%0%

PERCENTAGE WHO EXPECT TO LEAVE IN THE NEXT 5 YEARS

Why is it important?

Millennials shape the fortune of their organizations

Millennials represent the largest segment of the workforce in the U.S.

Significant amount of senior talent and investment is walking out the door

What can be done?

Support Millennials’ ambitions and professional developmentIdentify, understand, and align with Millennials’ values

Satisfy the demands Millennials have of employers

PERSONAL VALUESIMPACT ON CLIENTS

PERSONAL GOALS AND CAREER PROGRESSIONBEING TRUE TO THE ORGANIZATION'S VALUES

MEETING THE ORGANIZATION'S OBJECTIVES AND GOALSAVOIDING TROUBLE AND MINIMIZING PERSONAL RISK

IMPACT ON COLLEAGUES

How Millennials make decisions?

Personal values guide where Millennials work and what assignments they will accept

SENIOR MILLENNIALSJUNIOR MILLENNIALS

64%49%45%46%

38%36%36%

34%

60%58%

57%56%

51%50%

PERCENTAGE WHO SAID FACTOR IS “VERY INFLUENTIAL” WHEN MAKING DECISIONS AT WORK

What do Millennials value?

Personal values guide where Millennials work and what assignments they will accept

Millennials recognize that financial success is one of the key elements to success, but on it's own it's insufficient.

THE VALUES THAT SUPPORT LONG-TERM BUSINESS SUCCESS

EMPLOYEE SATISFACTION/LOYALTY/FAIR TREATMENTETHICS/TRUST/INTEGRITY/HONESTY

CUSTOMER CARE/ FOCUSQUALITY/RELIABILITY 26

25

1913

GOOD WORK/LIFE BALANCE

OPPORTUNITIES TO PROGRESS/BE LEADERS

FLEXIBILITY, REMOTE WORKING, FLEXIBLE HOURS

SENSE OF MEANING FROM MY WORK

PROFESSIONAL DEVELOPMENT TRAINING PROGRAMS

What Millennials want?

Pay is the nr. 1 driver, but there is a limit an organization can pay.

RELATIVE DEGREE OF IMPORTANCE

What are the other factors that come into play?

16.813.4119.38.3

DISCUSSING NEW IDEAS/WAYS OF WORKING

DEVELOPMENT OF LEADERSHIP SKILLS

EMAILS

RECEIVING COACHING/MENTORING

What they want to do on a weekly basis?

IDEAL FOR A TYPICAL WEEK (HOURS)ACTUAL FOR A TYPICAL WEEK (HOURS)

IDEAL VERSUS CURRENT NUMBER OF HOURS SPENT WEEKLY ON SPECIFIC TASKS

Have purpose beyond profit Corporate valuesSupport leadership ambitions

Encourage mentorshipOffer training programs

Encourage flexible working conditionsEnable remote work…

How can you boost loyalty?

MILLENNIALS WOULD LIKE MORE OPPORTUNITIES TO WORK REMOTELY - AND THINK IT WILL BOOST PRODUCTIVITYPERCENTAGE WHO SAID...

CURRENTLY OFFERED WOULD LIKE TO START/DO MORE

POSITIVE IMPACT ON PRODUCTIVITY

437551

Reference:http://www2.deloitte.com/content/dam/Deloitte/global/Documents/About-Deloitte/gx-millenial-survey-2016-exec-summary.pdf

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