Professional Documents
Culture Documents
Gallup How Millennials Want To Work PDF
Gallup How Millennials Want To Work PDF
Overview
IN THE U.S., ROUGHLY 73 MILLION MILLENNIALS were born between 1980 and
1996. Like those in every generation before them, millennials strive for a life
well-lived. They want good jobs — ones with 30-plus hours of work a week
and regular paychecks from employers. They also want to be engaged in those
jobs — emotionally and behaviorally connected to them. In addition to finding a
steady, engaging job, millennials want to have high levels of well-being, which
means more than being physically fit. Yes, millennials want to be healthy, but
they also want a purposeful life, active community and social ties, and financial
stability. Regarding that financial stability, millennials want to be able to spend
money not just on what they need, but also on what they want.
However, Gallup has found that millennials struggle to find good jobs
that engage them. Millennials have the highest rates of unemployment and
underemployment in the U.S., and only 29% of employed millennials are
engaged at work. Half of millennials say they feel good about the amount
of money they have to spend, and less than 40% of millennials are what
Gallup defines as “thriving” in any one aspect of well-being. Their overall
well-being nearly matches that of Gen Xers and baby boomers, meaning that
millennials have not been able to forge better paths for themselves than many
Americans have before them. While it is every parent’s dream to have their
children lead a better life than their own, not all millennials are positioned for
such success.
Why does any of this matter? Because the strength of the workplace
and marketplace depend on what the millennial generation can accomplish.
If millennials cannot find good jobs, the economy will continue to lag. If
they are not engaged in those jobs, companies’ profitability, productivity
and innovation will suffer. And if they are not thriving in their well-being,
they will struggle in life, affecting how they perform as citizens, consumers
and employees.
Engaged
$30.5
B I LLI O N AN N UALLY.
Performance management
requires a constant
focus on feedback
THE RELATIONSHIP BETWEEN MANAGER AND EMPLOYEE represents a vital
link in performance management. As is often the case, communication is
crucial for that relationship to succeed. Millennial workers are more engaged
when their managers provide frequent and consistent communication and
feedback. Forty-four percent of millennials who report that their manager holds
regular meetings with them are engaged, while only 20% of millennials who
do not meet regularly with their manager are engaged. This is similar to older
generations; 43% of non-millennials who report their manager has regular
meetings with them are engaged.
M I L L E N N IALS M O R E LI K E LY TO B E E N G AG E D WH E N T H E I R
M A N AG E R H O L D S R E G U L A R M E ET I N G S W ITH TH E M
“Engaged”
YES NO
44% 20%
F E W M I L L E N N I A LS U S E T E L E V I S I O N , N E WS PA P E R S O R R A D I O AS
I N F O R M AT I O N S O U R C E
Which one source do you use the most to get news or information about national
and international issues?
Internet
MILLENNIALS GEN XERS BABY BOOMERS TRADITIONALISTS
3% 4% 10% 17%
Television
MILLENNIALS GEN XERS BABY BOOMERS TRADITIONALISTS
11% 12% 9% 5%
Magazines
MILLENNIALS GEN XERS BABY BOOMERS TRADITIONALISTS
0% 1% 0% 0%
H A LF O F M I L L E N N I A LS SAY T H E Y S E LD O M O R N E V E R AT T E N D
A C H U R C H , SY N AG O G U E O R M O S Q U E
H o w of t en d o y o u a tte n d a ch u r ch , s y n a g o g u e o r m o s q u e ?
35 51 42 44 43 43 52 36
M I L L E N N IALS R E P R E S E NT T H E L A R G E ST G R O U P O F I N D E P E N D E NTS
26
Gen Xers 28
37
28
Baby Boomers 33
32
34
Traditionalists 33
26
Consumer experience
misses the mark
Undesignated
3%
ONLY ONE IN FOUR MILLENNIALS are fully engaged — meaning they are
2% 2% 2%
emotionally and psychologically attached to a brand, product or company.
Their engagement trails that of older generations.
“Fully Engaged”
2008 2015
$13
S P E N D I N G GAP
P E R DAY
$949
$98 $85* M I LLI O N EAC H DAY.
Ages 19 to 35
M I L L E N N I A LS M O R E L I K E LY TO MA K E A N
I M P U LS E P U R C HAS E
% “Yes”
+18
Gap +13
Other generations
+2
from a year ago
47 34
ABOUT GALLUP
Gallup delivers analytics and advice to help leaders and organizations
solve their most pressing problems. Combining more than 80 years
of experience with its global reach, Gallup knows more about the
attitudes and behaviors of employees, customers, students and
citizens than any other organization in the world.
Gallup works with leaders and organizations to achieve
breakthroughs in customer engagement, employee engagement,
organizational culture and identity, leadership development,
talent-based assessments, entrepreneurship and well-being. Our
2,000 professionals include noted scientists, renowned subject-
matter experts and best-selling authors who work in a range of
industries, including banking, finance, healthcare, consumer goods,
automotive, real estate, hospitality, education, government and
business-to-business (B2B).
For more information about Gallup solutions for optimizing business
performance, please visit www.gallup.com/contact.
This document contains proprietary research, copyrighted materials and literary property
of Gallup, Inc. It is for your guidance only and is not to be copied, quoted, published
or divulged to others. All of Gallup, Inc.’s content, unless otherwise noted, is protected
by copyright © 2016. All rights reserved. This document is of great value to Gallup,
Inc. Accordingly, international and domestic laws and penalties guaranteeing patent,
copyright, trademark and trade secret protection safeguard the ideas, concepts and
recommendations related within this document.
No changes may be made to this document without the express written permission of
Gallup, Inc.
The Gallup Q12 and CE3 items are Gallup proprietary information and are protected
by law. You may not administer a survey with the Q12 and CE3 items and/or reproduce
them without written consent from Gallup, Inc. The Gallup Q12 and CE3 are protected by
copyright of Gallup, Inc., 1993-1998, 1994-2000, 2016. All rights reserved.