11
Retaining millennials in the workplace
Average number of companies within first five years after
graduation
3.5
3.0
2.5
2.0
1.5
Known as the job-hopping
1.0
generation, tempting millennials
through the door is only one part of
0.5
the puzzle. Since statistics suggest
0.0
that both younger millennials and
1986-1990
1991-1995
1996-2000
2001-2005
2006-2010
female millennials seem more
Grad
Grad
Grad
Grad
Grad
compelled to explore other options
Female Male
[8], they need to feel the urge to
stay put the most.
% change of average number of industries
(compared to 1986-1990 cohort)
60.0
50.0
40.0
30.0
20.0
10.0
0.0
1986-1990
1991-1995
1996-2000
2001-2005
2006-2010
Grad
Grad
Grad
Grad
Grad
First five years post graduation
1. They demand balance
Work-life is balance is one of the most common phrases bandied
around when speaking of workplace allure. But it’s more important
than ever when it comes to millennials so pay attention. For this
generation work-life balance isn’t optional, it is compulsory. In fact, in
our survey, work-life balance ranked the second highest priority when
looking for a job (after salary).
Companies need to engrain flexibility to foster an ‘anytime anywhere’
work environment to replace the traditional 9-5 mentality.
Opportunities such as being able to work from home one day a week,
or being able to take time out from the working day to deal with
personal commitments are huge ticks in the box. Similarly, a policy
forbidding sending and replying work emails on the weekend would go
down a treat.
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independent member firms affiliated with KPMG International Cooperative (“KPMG
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