2016年-德勤全球_The_Deloitte_Millennial_Survey_2016_27页_1mb

2016 Deloitte Millennial Survey Summary

Core Content

The 2016 Deloitte Millennial Survey explores the evolving values, ambitions, and expectations of Millennials in the workplace. It highlights the growing challenge of retaining Millennial employees, who are increasingly prioritizing personal values and long-term sustainability over traditional corporate goals such as profit maximization and short-term success.

Main Findings

1. High Turnover Expectation

• Loyalty Challenge: A significant number of Millennials plan to leave their current employers within the next few years.

  • 1 in 4 Millennials would quit within the next year.
  • This increases to 44% within two years.
  • Two out of three Millennials expect to have left their organizations by 2020.
  • Only 16% see themselves with the same employer in 10 years.

• Regional Differences:

  • Emerging markets (e.g., India, South Africa, Peru) show higher turnover intentions (e.g., 76% in India).
  • Latin America has the highest turnover intention at 71%.
  • Western Europe has the lowest at 60%.
  • UK shows a notable 71% turnover intention despite being a developed market.

• Senior Positions:

  • 1 in 5 Millennials are in senior roles (department head, management team, or board).
  • 57% of these senior Millennials still plan to leave before 2020.

2. Leadership Development Gaps

• Lack of Development: Over 60% of Millennials feel their leadership skills are not being fully developed.

  • In Brazil and Southeast Asia (Malaysia, Singapore, Thailand), this figure exceeds 70%.
  • 71% of those likely to leave in the next two years are unhappy with their leadership development.

• Support for Leadership:

  • More loyal employees are more likely to agree that:
    • There is support/training for leadership roles.
    • Younger employees are encouraged to aim for leadership.
  • Less loyal employees are more likely to say:
    • They are overlooked for leadership positions.
    • Their leadership skills are not being developed.

• Gender Differences:

  • 50% of males and 48% of females feel they are being overlooked for leadership roles.
  • Millennial men are more likely to be in senior roles (21%) than women (16%).

3. Sustainability Gap

• Values Over Profit: Millennials believe businesses should focus on long-term sustainability rather than short-term profit maximization.

  • 87% think business success should be measured in terms of more than just financial performance.
  • Only 22% in Germany and 30% in South Korea think profit should be the sole measure of success.

• Business Impact on Society:

  • 73% of Millennials believe businesses have a positive impact on society.
  • This is consistent with the 2013 survey.

• Values That Drive Long-Term Success:

  • Employee treatment, ethics, and customer focus are seen as the most important values.
  • Profit-focused values are considered less important (only 5% think they ensure long-term success).

4. Personal Values Influence Career Decisions

• Personal Values as Priority:

  • 55% of Millennials say personal values/morals have a very high influence on their career decisions.
  • 51% say personal goals and ambitions are also highly influential.

• Refusal to Undertake Tasks:

  • 49% of Millennials have refused to do tasks that conflict with their values.
  • This increases to 61% among those in senior positions.

• Alignment with Employers:

  • 70% of Millennials believe their personal values align with their organizations.
  • 80% of senior Millennials and 82% of those planning to stay for at least five years show this alignment.

5. Talent Retention Strategies

• Key Actions for Retention:

  • Align with Millennials' values.
  • Satisfy their demands from employers.
  • Support their ambitions and professional development.

• Mentorship:

  • Mentorship is a powerful tool in fostering loyalty and development.
  • 61% of Millennials currently benefit from mentorship.
  • Emerging markets show higher mentorship levels (67%) than mature economies (52%).
  • Those with mentors are more likely to stay (68% vs. 32%).

• Accountability and Satisfaction:

  • Accountability does not reduce loyalty or satisfaction.
  • 54% of respondents in organizations with accountability practices report high job satisfaction.
  • 28% of Millennials who feel accountable for their actions are more likely to stay for more than five years.

Key Takeaways

• Millennials are not loyal to current employers and are more likely to leave.
• They value long-term sustainability over short-term profit.
• Mentorship is crucial in developing leadership skills and building loyalty.
• Personal values heavily influence career choices and job satisfaction.
• Organizations must align with Millennials' values and support their growth to retain talent.

Conclusion

The 2016 Deloitte Millennial Survey underscores the need for businesses to reassess their priorities and embrace a more values-driven approach to leadership and operations. By focusing on employee development, sustainability, and mentorship, companies can better align with Millennials' expectations and retain this vital workforce.