25 Interesting Facts About Millennials

1abThere were 53.5 million Millennials employed in the United States as of May 2015, and by 2025, this generation will comprise almost 75% of the US workforce. Think about that, in less than 10 years 3 out of 4 people who are working in America will be have born between 1980 and 2001.      How much do you know about this upward rising generation other than their stereotype? Yes, they are adults who still like to play video games.   Yes, they have no idea what a typewriter was used for.   And, yes they are technology-dependent, eco-friendly, hipsters who like music that no other generation can possibly tolerate; but there’s more.

Here are 25 things to think about as you recruit, hire and retain Millennial employees:

  1. Pay ranks first among job factors that matter most to this cohort. Meaningful work is second, positive relationships with co-workers third and flexibility fourth.
  2. 82% of Millennials did not negotiate their salary, either because they were uncomfortable doing so or didn’t realize it was an option.
  3. 37% of Millennials left their first full-time job within two years.
  4. 26% said a better salary would have kept them around longer; 17% would have stayed with a clearer sense of how to advance in the organization.
  5. 63% know someone who had to move back home because of the economy.
  6. Millennials list Google, Apple, Facebook, the US State Department and Disney as their top ideal employers.
  7. 94% enjoy doing work that benefits a cause.
  8. 63% want their employer to contribute to a social cause.
  9. 77% would prefer to do community work with other employees, rather than on their own.
  10. 57% want their organization to provide companywide service days.
  11. 47% had volunteered on their own in the past month.
  12. 75% see themselves as authentic and are not willing to compromise their family and personal values.
  13. $45,000 is the average amount of debt carried by Millennials.
  14. More than 63% of Millennial workers have a bachelor’s degree, but 48% of employed college grads have jobs that don’t require a four-year degree.
  15. 70% have “friended” their colleagues or supervisors on Facebook.
  16. $24,000 is the average cost of replacing a Millennial employee.
  17. 15% of Millennials are already managers.
  18. 56% wouldn’t work for an organization that blocks social media access.
  19. 69% believe it’s unnecessary to work from the office regularly.
  20. 41% have no landline phone access and rely solely on their mobile phone.
  21. 65% of Millennials say losing their phone or computer would have a greater negative impact on their daily routine than losing their car.
  22. 29% of Millennial workers think work meetings to decide on a course of action are very efficient. Compared to 45% of Boomers
  23. 54% want to start a business or already have done so.
  24. 35% have started a side business to augment their income.
  25. 80% of Millennials said they prefer on-the-spot recognition over formal reviews, and feel that this is imperative for their growth and understanding of a job.

1a.jpgThere is a lot of interesting facts here. I think we could use them in all sorts of contexts; think about it all specifically in terms of hiring employees and even more important for retaining them. Employee turnover costs skyrocketing. According to the Center for America Progress, the replacement cost of an employee who earns $30,000 to $50,000 a year is 20% of annual salary for those mid-range positions. So the cost to replace a $40k employee would be $8,000. For higher level employees, the replacement costs skyrockets to 150-200%.   For a $100,000 employee, the cost just to replace him/her can be easily $150,000.

The influence of a strong company culture is a huge factor that results can equate to what Gen Xers and Baby Boomers look at as loyalty.   Millennials can be long-term, engaged employees, but not at 1970, 1990 or even 2010 standards.   It is time to make some changes.   It will cost you too much not to.


  • Society for Human Resource Management, The Brookings Institution, Dan Schawbel

Jamie Kertis, AIF®, QKAjamie kertis headshot
Retirement Plan Specialist
Grinkmeyer Leonard Financial
1950 Stonegate Drive / Suite 275 /Birmingham, AL 35242
Office: 205.970.9088 / Toll-Free: 866.695.5162

Contact Jamie

Follow Jamie on LinkedIn

Follow Jamie’s Blog



What is Your Millennial Employee Retention Strategy?

turnoverDoes your company have a millennial retention strategy? The rapidly growing millennial workforce is changing ideas of loyalty and employee retention in the workforce. According to the The Deloitte Millennial Survey 2016, two-thirds of Millennials express a desire to leave their organizations by 2020. Businesses must adjust how they nurture loyalty among Millennials or risk losing a large percentage of their workforces. Since most young professionals choose organizations that share their personal values, it’s not too late for employers to overcome this “loyalty challenge”. Companies that approach employee retention in the same way that they did even five years ago may lose their most valuable young talent; as our Employee Education Specialist, Caleb Bagwell wrote about just last week, the cost of replacing employees is high.

Here are 4 job drivers to implement into your company’s culture to influence Millennials in the workplace and how you can translate those concepts into effective employee retention programs.

Recognizing Generational Differences

Generational differences in the workplace has become a HR hot topic and for good reason.   More than one-in-three American workers today are Millennials (adults ages 18 to 34 in 2015), and this year they surpassed Generation X to become the largest share of the American workforce, according to 2015 Pew Research Center analysis of U.S. Census Bureau data. It is likely that experienced baby boomers approaching retirement may have different benefit and lifestyle priorities than your new millennial. While compensation and the quality of the work experience remain important across segments, failing to understand that different generations may have different expectations and preferences can lead to challenges at all levels of the organization. With the youngest baby boomer being age 52, doing the math lets you know that in 10 years, your company is going to look a lot different than it does today.   Utilizing a workforce leadership and education consultant to bridge the communication gap is integral to growing a sustained, experienced new group of employees.

Benefits and Compensation

gen diffMillennials are bringing to the table a new set of benefit expectations for you to examine; therefore, it can be easy to lose sight of traditional compensation and benefits. However, these areas still give employers an edge in recruiting and retention. One study discussed by SHRM found that 62 percent of Millennials would leave their jobs for better family benefits. The same study found that 41 percent indicated that a lack of family-friendly support had negatively impacted their work experience. As a result, it’s useful for companies to evaluate what their competitors are offering their employees. Are compensation and benefits on par with industry best practices or averages? Millennials need to feel valued and do not need any extra incentive to look for a job with your competitor. It is a good business practice for all generations of your employees to make sure their compensation and benefits are in line with industry standards.


The continued rise of trends like telecommuting, flexible scheduling, freelancing, and job sharing has shaped Millennials’ expectations of the workplace. As they advance in their careers, they’re more likely to be concerned about work-life balance, whether it’s in response to family demands, health, or outside interests. Companies that provide some level of flexibility are often able to hire more millennial talent by taking steps such as experimenting with unlimited vacation time and implementing structured telecommuting policies. While there are a wide variety of benefits around the idea of work-life balance, it’s important to be realistic about what works for your company, workflows, and culture. However, in general, the more you’re able to provide your workers with flexible benefits, the easier it may be to retain millennial employees.

Collaboration and Learning

shutterstock_126190568.jpgCollaboration and feedback are critical to keeping Millennials satisfied at work. Businesses are faced with how to make that crucial communication a reality. Finding ongoing ways to support learning and collaboration, from formal mentorship programs to investing in training programs, may also help increase retention. Today’s younger workers have a strong desire to contribute, but also want work-life balance, flexibility, and collaborative environments. By recognizing what energizes Millennials at work, it may be easier to create more effective employee retention programs.

Jamie Kertis, AIF®, QKAjamie kertis headshot
Retirement Plan Specialist
Grinkmeyer Leonard Financial
1950 Stonegate Drive / Suite 275 /Birmingham, AL 35242
Office: 205.970.9088 / Toll-Free: 866.695.5162

Contact Jamie

Follow Jamie on LinkedIn

Follow Jamie’s Blog