POSTED: July 20 2016
“Making an Impact” Tops the List of What Matters Most to Millennial Talent – Income Comes in Last

“Making an Impact” Tops the List of What Matters Most to Millennial Talent – Income Comes in Last

A newly released survey by the Futurestep division of Korn Ferry (NYSE:KFY), the preeminent global people and organisational advisory firm, highlights what matters most to millennial workers and offers insight into how best to manage people in this generation. In the survey of nearly 1,000 executives from around the globe, the largest percentage of respondents (28 percent) said the “ability to make an impact on the business” matters most to millennial employees. At only 3 percent, income came in last on the list.

When asked what will make a millennial choose one job over another, 38 percent said “visibility and buy-in to the mission and vision of the organisation.”

The survey also found that consistent feedback is key to managing millennials, with three quarters of respondents saying this generation needs more feedback than other generations. However, only 13 percent of respondents said they offered more feedback sessions to this group, and less than half offered mentorship opportunities.

“It’s clear that millennials want to know what their organisation stands for and how they can impact the company’s mission” said Jeanne MacDonald, Futurestep President of Global Talent Acquisition Solutions. “It is often difficult for older managers to find or take the time to offer the feedback that millennials crave, but it is critical in helping them understand how their role fits into the greater organisational strategy.”

The survey also revealed differences in work styles, with nearly two-thirds of respondents saying millennials are less likely to work longer hours than other generations. It also found that more than half of respondents said it is equally or more important for millennials to find a job near family than other generations.

“It’s important to note that as an archetype, millennials will stay engaged and productive if they feel they are valued,” said MacDonald. “Bosses of other generations who feel they show their own worth by working long hours need to understand this is not the case for millennials and respect their time on and off the job.”

When asked with which generation millennials work best, Gen X (those born in the early 1960s to the early 1980s) and Gen Z (those born in the mid-1990s on) tied for the top spot at 44 percent each. Baby Boomers came in a distant third at 12 percent.

“Organisational leaders who understand the differences in the workstyles and preferences of employees in different generations can uncover unconscious biases to foster greater collaboration and success,” said MacDonald.

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