Millennials. Ready or not, here they come. Otherwise known as Generation Y, those born between 1982 and 2003 are a force whose dominating presence and behavior (everywhere, but especially in the workforce) will define American life and culture in the next decade and beyond... To get the most out of the millennials (or anyone for that matter) try the following: - Hire those who fit your unique culture - Understand their goals - Solicit and listen to their ideas - Ask what they would like to get out of their career and then make it happen - Lead and mentor, don’t hand hold - Loosen up and nurture fun And most importantly, like with all employees, it's imperative to make sure that millennials feel valued in the workplace.

1. 14
(REAL) Facts
About Millennials

2. Millennials. Ready or not, here they come.
Otherwise known as Generation Y, those
born between 1982 and 2003 are a force
whose dominating presence and behavior
(everywhere, but especially in the workforce)
will define American life and culture in the
next decade and beyond...

3. Did You Know…

4. Millennials will make up as much as 75% of
the U.S. workforce by 2025.1
That’s a big shift in the next 10 years, so it’s
understandable why the majority of
companies are are planning ahead to make
the most of a multigenerational workforce
where millennials constitute a majority.

5. What Do They Care
About?

6. 92% of millennials believe that business success should be
measured by more than profit.2
88% prefer a collaborative work-culture rather than a competitive
one.3
74% want flexible work schedules.3
64% of them say it’s a priority for them to make the world a
better place.3
88% want “work-life integration” (which isn’t the same as work-
life balance, since work and life now blend together intricately).3

7. How Do They Feel
About Feedback?

8. 80% of Gen Y said they prefer on-the-spot
recognition over formal reviews, and feel that
this is imperative for their growth and
understanding of a job.4
Millennials want to be appreciated just like any
other generation of workers, but they like to be
called out and recognized immediately as
opposed to waiting around for a formal review.

9. And
Communication?

10. Less than one in ten millennials think weekly
communication is enough. In fact, 35% want it
multiple times a day, while 25% think once a day
is fine.5
Rather than having their hands held, they want
to be coached and have more one-on-one
interactions with their managers on how to hack
a task or push innovation. In fact, 98% of Gen Y
employees see mentors as necessary for their
career development.6

11. Does That Mean
Millennials Are In It
For The Long Haul?

12. The average tenure for Gen Y is 2 years,
compared to 5 for Gen X and 7 for Baby
Boomers.7
Millennials have certain values when it comes
to their jobs that differ from other generations.
If millennials feel their contributions aren't
being valued, or the company culture isn't the
right fit, they act on their gut instinct by leaving
rather than play the waiting game.

13. What Are The Costs
Of That Turnover?

14. 45% of companies experience high turnover with
those employees identified as “millennials” – by
a 2:1 margin versus previous generations.8
The hard, soft and opportunity cost of recruiting,
hiring, onboarding and training employees who
leave within their first 24 months is expensive.
Making the right hire has always been important,
with millennials it's imperative.

15. So What Makes Them
Stick Around?

16. 64% of millennials would rather make $40,000/
year at a job they love than $100,000/year at a
job they think is boring. 1

17. 50% of millennials say having a “job you enjoy”
is “extremely important” to them, compared
with just 38% of boomers.9

18. Millennials who qualify as "engaged" in their
jobs (nearly two-thirds of those surveyed) say
they would continue to work in their current job,
even if they won a $10 million lottery prize.10

19. The data speaks for itself.
Give your millennial employees a work
experience that they will love from the
moment that they’re hired, and they’re much
more likely to remain loyal to your company
and brand.

20. To get the most out of the millennials (or anyone for that
matter) try the following:
• Hire those who fit your unique culture
• Understand their goals
• Solicit and listen to their ideas
• Ask what they would like to get out of their career and then
make it happen
• Lead and mentor, don’t hand hold
• Loosen up and nurture fun
And most importantly, like with all employees, it's
imperative to make sure that millennials feel valued in the
workplace.

21. RoundPegg provides actionable insights into
how each unique millennial prefers to
communicate, make decisions and be
rewarded.
When organizations hire, onboard, develop
and engage people according to their core
values, everyone wins.
Learn more at RoundPegg.com

22. 1: http://www.brookings.edu/blogs/brookings-now/posts/2014/06/11-facts-
about-the-millennial-generation
2: http://www2.deloitte.com/content/dam/Deloitte/global/Documents/About/
Millennial_Innovation_Survey.pdf
3: http://www.forbes.com/sites/robasghar/2014/01/13/what-millennials-want-in-
the-workplace-and-why-you-should-start-giving-it-to-them/
4: http://danschawbel.com/blog/74-of-the-most-interesting-facts-about-the-
millennial-generation/
5: http://www.huffingtonpost.com/haydn-shaw/how-to-give-millennials-
t_b_5695743.html
6: http://www.huffingtonpost.com/brazen-life/dispelling-4-ridiculous-
m_b_3611906.html
7: http://www.prweb.com/releases/2012/8/prweb9817689.htm
8: http://millennialbranding.com/2013/08/cost-millennial-retention-study/
9: https://www.linkedin.com/pulse/what-do-millennials-really-want-alan-murray
10: http://www.gallup.com/poll/166577/engaged-workers-keep-jobs-upon-
winning-lottery.aspx