NEW YORK--(BUSINESS WIRE)--Young workers worldwide present an unusual paradox for employers: They are more likely than the overall workforce to be satisfied with the organizations for which they work, yet also more likely to be considering leaving them. These insights come from Mercer’s What’s Working™ survey, conducted among nearly 30,000 workers in 17 geographic markets (including more than 2,400 US workers) during the fourth quarter of 2010 through the second quarter of 2011.
According to the survey findings, workers age 34 and younger are more likely than their older colleagues in all 17 markets to be pondering an exit from their employer. In response to the question, “At the present time, I am seriously considering leaving my organization,” the youngest workers (age 16–24) recorded scores of agreement that average 10 percentage points higher than the overall workforce worldwide, while scores for workers age 25–34 average five percentage points higher (see Figure 1). In the US, workers age 16–24 scored 12 percentage points higher than the total US market score of 32%, while those 25–34 years of age scored eight percentage points higher (44% and 40%, respectively).
Yet despite this propensity to leave, when asked about overall satisfaction with their organizations, younger workers registered satisfaction scores higher than the overall workforce in most markets. Scores for employees age 16–24 were higher in 14 of the 17 markets worldwide by an average of five percentage points. Scores for employees age 25–34 were higher in 11 of the 17 markets by an average of two percentage points globally (see Figure 2). In the US, the percentage of both age groups that were satisfied was 71%, which was four percentage points above the score for the total US market of 67%.
These same two age groups also are more likely to recommend their organization as a good place to work. Scores for employees age 16–24 were higher than the overall workforce by an average of seven percentage points globally, and their scores were higher in all 17 markets. Meanwhile, scores for workers age 25–34 are higher in 13 of the 17 markets by an average of three percentage points above the overall workforce scores (see Figure 3). In the US, 70% of employees age 16–24 and 68% of employees age 25–34 would recommend their organization as a good place to work, compared to 64% for the overall US workforce.
“This pattern of higher satisfaction among younger workers held true for many other key issues addressed in our survey, including pay, performance management and careers, making their desire to leave their organizations all the more at odds with traditional views of loyalty, retention and engagement,” said Michael Burniston, US and Canada Leader for Mercer’s Human Capital business.
“These findings present a real dilemma for employers," said Colleen O’Neill, North American Leader for Talent Management consulting. ”Do they simply accept that young talent is going to leave no matter what the organization has to offer, or do they invest time and resources in an attempt to change the views and employment habits of their younger workers? Strategies, of course, will vary by organization, but it is essential to first have a clear understanding of an employer’s value proposition and then analyze what steps can or should be taken to increase the tenure of young workers.”
For more information and to download the summary of these survey findings, please visit the “Generational findings” section at www.mercer.com/insideemployeesminds. The site also features a short documentary video, “New on the job: A portrait of Millennials at work.”
About Mercer
Mercer is a global leader in human resource consulting, outsourcing and investment services. Mercer works with clients to solve their most complex benefit and human capital issues by designing, implementing and administering health, retirement and other benefit programs. Mercer’s investment services include investment consulting, implemented consulting and multi-manager investment management. Mercer’s 20,000 employees are based in more than 40 countries. The company is a wholly owned subsidiary of Marsh & McLennan Companies, Inc., which lists its stock (ticker symbol: MMC) on the New York and Chicago stock exchanges. For more information, visit www.mercer.com.
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Figure 1: Younger workers much more likely to be considering an exit |
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| Market | At the present time, I am seriously considering leaving my organization. | |||||||
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Age 16–24
Percentage point difference |
Age 25–34
Percentage point difference |
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| Argentina | 21 | 6 | ||||||
| Australia | 14 | 12 | ||||||
| Brazil | 4 | 4 | ||||||
| Canada | 9 | 7 | ||||||
| China | 5 | 2 | ||||||
| France | 7 | 6 | ||||||
| Germany | 14 | 7 | ||||||
| Hong Kong | 2 | 7 | ||||||
| India | 12 | 0 | ||||||
| Ireland | 13 | 6 | ||||||
| Italy | 12 | 1 | ||||||
| Mexico | 6 | 3 | ||||||
| Netherlands | 8 | 7 | ||||||
| Singapore | 14 | 0 | ||||||
| Spain | 8 | 3 | ||||||
| UK | 10 | 4 | ||||||
| US | 12 | 8 | ||||||
| Global average | 10 | 5 | ||||||
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Source: Mercer’s What’s Working™ survey, 2011 |
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Figure 2: Younger workers generally more satisfied with their organizations |
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| Market | Considering everything, how satisfied are you with your organization at the present time? | |||||||
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Age 16–24
Percentage point difference |
Age 25–34
Percentage point difference |
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| Argentina | -5 | 4 | ||||||
| Australia | -1 | 5 | ||||||
| Brazil | 6 | 5 | ||||||
| Canada | 2 | 4 | ||||||
| China | -2 | 4 | ||||||
| France | 13 | 4 | ||||||
| Germany | 8 | -3 | ||||||
| Hong Kong | 2 | 0 | ||||||
| India | 7 | -3 | ||||||
| Ireland | 2 | 2 | ||||||
| Italy | 16 | 2 | ||||||
| Mexico | 5 | -2 | ||||||
| Netherlands | 3 | -2 | ||||||
| Singapore | 12 | 3 | ||||||
| Spain | 11 | 0 | ||||||
| UK | 7 | 4 | ||||||
| US | 4 | 4 | ||||||
| Global average | 5 | 2 | ||||||
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Source: Mercer’s What’s Working™ survey, 2011 |
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Figure 3: Younger workers more likely to recommend working at their organization |
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| Market | I would recommend my organization to others as a good place to work. | |||||||
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Age 16–24
Percentage point difference |
Age 25–34
Percentage point difference |
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| Argentina | 5 | 1 | ||||||
| Australia | 5 | 7 | ||||||
| Brazil | 7 | 3 | ||||||
| Canada | 2 | 1 | ||||||
| China | 1 | 5 | ||||||
| France | 14 | 5 | ||||||
| Germany | 10 | 3 | ||||||
| Hong Kong | 1 | 3 | ||||||
| India | 7 | -2 | ||||||
| Ireland | 8 | 4 | ||||||
| Italy | 8 | 0 | ||||||
| Mexico | 3 | 0 | ||||||
| Netherlands | 5 | 1 | ||||||
| Singapore | 15 | 6 | ||||||
| Spain | 12 | -1 | ||||||
| UK | 8 | 6 | ||||||
| US | 6 | 4 | ||||||
| Global average | 7 | 3 | ||||||
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Source: Mercer’s What’s Working™ survey, 2011 |
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