Millennial Employee Engagement & Loyalty Statistics: The Ultimate Collection

Posted by Ashley Autry on Jan. 7, 2019

Building a workplace that Millennials thrive in doesn't mean getting rid of everything that worked for previous generations.

As you can see from this extensive collection, they're very traditional in some senses - they want good compensation, fair benefits, friends in the office, the chance to grow and develop, and a few corporate perks thrown in to sweeten the deal.

But their unique circumstances and background have led them to approach companies with a different perspective.

For example, being raised in a layoff culture has led them to view loyalty in terms of months, not years. 

Also, their mobile technology-centric lifestyles have made them view the traditional, 9-5, cubicle-dwelling work arrangement as outdated.

To help you decipher and engage this generation for your company's success, we've compiled every relevant piece of data about Millennials in the workplace we can find.

As with our other statistics pages (employee engagement and loyalty, 2016 edition), each stat comes with links to the original sources. 

This data is compiled on behalf of Access Perksprovider of America's best employee discount programs. We'll update this page frequently, so grab a bookmark or subscribe to the blog for the latest and greatest information.

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Millennial Employee Engagement and Loyalty Stats

  • More than half of Millennial workers are managers and plan on staying at their current job for a total of ten years (Zapier)
  • The average length of time Millennials plan to work for their current employer is ten years (Zapier)
  • 38% of 30-44-year-olds plan to look for a new job while 34% are undecided (Achievers)
  • 16% of Gen Z and Millennial employees have quit a job because their employer did not provide the proper technology for them to do their job (Zapier)
  • 46% of 18-to-25-year-olds is the age group most likely to leave their job (Ajilon)
  • 33% of Millennials reported they were going to kick start their job search over the next 12 months, compared with 21% of Gen X and 20% of Baby Boomers (Bankrate)
  • 38% of younger employees ages 18-25 and 34% of employees ages 51-55 were most likely to quit their job because of a co-worker (Comparably)
  • 78% of Gen Z employees and 43% of Millennials plan to leave their job within the next two years (daVinci Payments)
  • 79% of Gen Z and Millennial employees said an increase in recognition rewards would make them more loyal to their employers (daVinci Payments)
  •  70% of Gen Z and Millennial employees would stay at their job for another year if given rewards amounting to only $150 over one year (daVinci Payments)
  • 36% of workers and nearly half of millennials would consider quitting a job that didn’t provide learning opportunities (Docebo)
  • When Millennials jump ship, it’s most often because they feel underutilized and stagnant at work (O.C. Tanner)
  • Nearly a third of millennials say they’ll be chasing higher salaries at another employer five years from now (Staples)
  • About 40% of millennials have taken one job over another because of a company’s sustainability (Swytch)
  • 70% of millennials said a company’s sustainability would impact their decision to stay with a company for the long haul (Swytch)
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  • 90% of Millennials want to grow their careers with their current companies (Bridge)
  • 59% of employees say they’ve been with their current employer for more than 3 years and among older millennials (ages 30-37), 22% have been with their current employer for more than 7 years (Udemy)
  • 74% of millennials believe job hunting could help their careers (Robert Half)
  • 40% of millennials say they are “somewhat” committed to their employer (ReportLinker)
  • Millennials and Gen Z are twice as likely as Baby Boomers and Gen X to disengage at work (RingCentral Glip)
  • Almost two-thirds of workers ages 18-34 said they’re motivated by video meetings and team messaging (RingCentral Glip)
  • 44% of Millennials say, if given the choice, they expect to leave their current employers in the next two years (Deloitte
  • 48% of millennials said they will look for a new job in the next three months, and 56% begin their search in the next year (Spherion)
  • 87% of U.S. workers ages 18-34, 70% ages 35-54, and 44% ages 55+ factor in health and wellness offerings in their job decisions (OfficeTeam)
  • 43% of millennials envision leaving their jobs within 2 years, and 28% are looking to stay beyond 5 years (Deloitte)
  • 62% of millennials who would willingly leave their employers within the next 2 years regard the gig economy as a viable alternative to full-time employment (Deloitte)
  • Employees with 3-6 months on staff were 19% more likely to churn than those with less than 3 months tenure (12%), and workers ages 18-24 were 40% more likely to leave for another job (Culture Amp)
  • Almost 25% of millennials have worked for 5 different employers (O.C. Tanner)
  • 82% of millennials who work at independent insurance agencies are encouraging their friends and family to also get into the line of work (Vertafore)
  • 67% of millennials who work at independent insurance agencies have been in the industry for three years or longer and plan to stay in the industry for as long as possible (Vertafore)
  • 32% of workers ages 18-35 say they can see themselves leaving their job within a year (Comparably)
  • 24% of workers over 35 say they can see themselves leaving their job within a year vs 32% of millennials (Comparably)
  • 19% of millennials and 8% of boomers are looking to exit their company (IBM)
  • 28% of workers ages 18-35 say they can see themselves staying on for at least another two years (Comparably)
  • 58% of millennials reported that they intended to stay in their current role for fewer than three years (Red Brick)
  • 52% of millennials viewed the concept of employee loyalty as being overrated (Red Brick)
  • 64% of millennials say benefits are extremely or very important to employer loyalty (Qualtrics)
  • 62% of Millennials are more likely to say that their loyalty to their company is influenced by how much the company cares about their financial well-being as compared to Gen X (50%) and baby boomers (36%) (PwC)

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  • 72% of millennials and 71% of Gen X are more likely to be attracted to another company that cares more about their financial well-being than baby boomers (45%) (PwC)
  • 67% of gig-only millennials reported that they like their current work situation and wouldn’t want to change it, and 75% of workers over the age of 56 reported the same (Prudential)
  • 45% of Gen X gig-only workers reported satisfaction with their work (Prudential)
  • 56% of millennials believe that an individual should stay at a single company for more than 20 years (Bridge)
  • 44% of millennial leaders say they intend to stay at their same company for more than 15 years; 29% of non-millennial leaders said the same thing (The Conference Board)
  • 70% of millennials have considered leaving a job for another boasting flexible work options, but just 50% of older workers have felt the same pull (FlexJobs)
  • Almost 80% of millennials said they would be more loyal to an employer offering flexible work options, while just over 70% of older workers said they same (FlexJobs)
  • More than 80% of millennials say they seriously consider how a position will affect their work-life balance, but only 62% of older workers agreed (Flexjobs)
  • 37% of Gen X contemplate leaving to advance their careers, 5% lower than millennials (DDI)
  • If a job lacks growth opportunities and avenues for leadership development, 67% of millennials would leave that position (Bridge)
  • Offering career training and development would keep 86% of millennials from leaving their current position (Bridge)

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  • Development opportunities were a top attraction for 23% of Gen Z vs. 17% of millennials at the same age in 2013 (Gartner)
  • Workers ages 18-35 rank career advancement opportunities (32%) and work-life balance (34%) as most important to them at work (Comparably)
  • 51% of U.S. workers overall (60% of millennials) are considering new employment opportunities (Gallup)
  • Millennial managers are nearly two-thirds less likely to resign (11.9%) than non-manager millennials (36.2%) (Visier)
  • Millennial managers who haven’t been promoted resign at a rate of 5.2% higher than the average, while millennial managers who were promoted in the last two years resign at a rate of 3.1% below average (Visier)
  • 22% of millennials job hop within a company nearly twice as often as other generations (12%) (Visier)
  • 22% of millennial employees (ages 18-34) would consider taking a job with an organization that didn’t have a positive long-term outlook if it meant they’d be advancing their career in the short-term (LinkedIn
  • Millennials are 50% more likely to relocate and 16% more likely to switch industries for a new job than nonmillennials (LinkedIn)
  • 76% of Professionals ages 18-34 are more likely to relocate vs. 62% of those ages 35-54 and 40% age 55+ (Robert Half)
  • 68% of Millennials say the longest they would stay at a job they like is at least three years (Qualtrics)
  • More than 35% of 18-34 year olds ranked compensation as the top motivating factor to leave their job (Ceridian)
  • 25% of Millennials believe that staying at a job for seven months indicates they're loyal; Boomers believe that number is five years (Ultimate Software
  • Those ages 18-34 (26%) and 35-54 (27%) are more likely to cite technology as a concern in overseeing an older employee (OfficeTeam)
  • 71% of Millennials say an organization’s view of technology will influence whether they want to work there and 66% of Gen Xers and 53% of baby boomers feel similarly (CompTIA)
  • 65% of millennials are satisfied in their current jobs (LaSalle)
  • One-third of all workers, 50% ages 26-35 and 27% ages 18-25 had quit a job to attend to caregiving responsibilities (The Caring Company)
  • Caretaking-related exit rates rose with position ranking: 23% of ages 26-35, 44% of managers of employees, 53% of managers of managers and 61% of senior leaders had quit (The Caring Company)

Stats about Millennials and Career Goals

  • 55% of Millennials cite leadership opportunities as a key consideration (Impraise)
  • 45% of millennials are pleased with their career path, and 49% with training and development programs at their company (LaSalle)
  • 72% of workers ages 18-34 said they’ll take a new title without a pay hike, compared to 61% of workers ages 35-54 and 53% of those 55+ (OfficeTeam)
  • 70% of millennials believe they may only have some or few of the skills that will be required to succeed in the future of work (Deloitte)
  • 63% of Millennials look for jobs at learning organizations where they will have access to training, workshops, and company-funded postgraduate schooling (Impraise)

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  • 58% of employees (62% of Millennials and GenX) say that professional development contributes to their job satisfaction (CompTIA)
  • 38% of millennials ages 18-35 say they plan to start their own company in the next five years (Comparably)
  • 54% of millennials would quit their job and start a business in the next six months if they had the tools and resources needed, compared to 41% of all adults (America's Small Business Development Centers)
  • 61% of millennials say there is more job security in owning their own business than in working for someone else; 64% of boomers think there is greater job security in working for someone else than in owning their own business (America's Small Business Development Centers)
  • 71% of Millennials expecting to leave their employer in the next two years are unhappy with how their leadership skills are being developed (Deloitte
  • 86% of all workers, 39% ages 18-34, 54% ages 45-55 and 50% ages 65+ believe burnout is connected to job satisfaction (University of Phoenix)

Stats About What Millennials Want in Employers and Workplaces

  • 42% of Gen Z, 41% of Millennials, 43% of Gen X and 45% of Baby Boomers view inspirational colleagues & culture as a top factor when considering a new job (LinkedIn)
  • 18% of Gen Z, 23% of Millennials, 23% of Gen X, and 32% of Baby Boomers view a company with a purposeful mission as a top factor when considering a new job (LinkedIn)
  • 36% of Gen Z, 25% of Millennials, 20% of Gen X, and 21% of Baby Boomers view investment in employee training as a top factor when considering a new job (LinkedIn)
  • 67% of millennials say they are “somewhat happy” at work (Teem)
  • 40% of Millennials have high job satisfaction (Deloitte)
  • Workers ages 18-34 said career development matters most in accepting a job offer, while workers 55+ cited paid time off as their top factor (Accountemps)
  • 76% of millennials think professional development opportunities are one of the most important elements of company culture (Execu-Search)
  • Career development was more important among millennials than work-life balance (Udemy)
  • 40% of employees age 24 and younger said they’d talk to their boss about making a career change if they had access to additional opportunities to learn and grow within the workplace (LinkedIn)
  • 92% of workers ages 25-34 agreed they preferred an older boss (Randstad)
  • Traits Millennials look for in employers: Treat employees fairly (73.1%), corporate social responsibility (46.6%), brand image (39.5%), prestige (30.5%) (NSHSS)
  • Work atmosphere traits Millennials seek in employers: work/life balance (69.2%), friendly coworkers (57.3%), friendly to people of all backgrounds (55.3%) (NSHSS)
  • Millennials and Gen Z working for employers perceived to have diverse workforces and senior management teams are more likely to want to stay 5 or more years (Deloitte)
  • Nearly 20% of 24-35 year olds said reputation for ethical behavior, diversity and inclusion as well as workplace wellbeing were important when choosing an employer (Deloitte)
  • Roughly 25% of Gen Z, 18% of Millennials, 16% of Gen X and 12% of Boomers are dissatisfied with their work-life balance (Stanford University)
  • 46% of millennial fathers feel resentful about their employer’s approach to work-life balance (Working Families)
  • 41% of millennial workers intend to downshift into a less stressful job to gain a better fit between work and family life (Working Families and Bright Horizons)
  • 36% of millennial workers plan to take a pay cut to work fewer hours (Working Families and Bright Horizons)
  • When asked what their top priority would be if they became boss, 27% of Gen Z said they would increase employee pay while 35% of Gen Z and 32% of Millennials said they were likely share pay information with coworkers (Comparably)
  • 34% of workers feel resentful towards their employer with regards to work-life balance; this increases to 46% for male millennial workers (Working Families and Bright Horizons)
  • 64% of Millennials and Gen Z employees feel stressed all or most of the time at work (Udemy)
  • 67% of Millennials said their financial stress hinders their focus and productivity at work, compared to 32% of Baby Boomers (Bank of America)

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  • 46% of Millennials have asked for a raise in the last two years (Bank of America)
  • More than 60% of 18-34 year olds said their productivity at work suffers due to stress over poor work-life balance or unrealistic professional demands (MHA/Total Brain)
  • 80% of Millennials who asked for a raise got one (Bank of America)
  • 90% of millennials would choose to stay in a job for the next 10 years if they knew they'd get annual raises and upward career mobility (Qualtrics)
  • 61% of Millennials say they would switch to a company with no performance reviews (Adobe)
  • Among workers ages 18 to 35, 75% expect employers to take a stand on equal rights, climate change, immigration and constitutional rights (Glassdoor)
  • 67% of 33 to 44 year olds and 49% of those 45 and older favor employer involvement (Glassdoor)
  • 48% of millennials believe businesses behave ethically compared with 65% in 2017 (Deloitte)
  • 45% of millennials believe business has a positive impact on society, down from 72% in 2017 (Deloitte)
  • 47% of millennials believe that business leaders are committed to helping improve society compared with 62% in 2017 (Deloitte)
  • 44% of millennials believe business leaders are making a positive impact and still have some faith in business’ ability to enact meaningful change in society (Deloitte)
  • 75% of millennials believe multinational corporations have the potential to help solve society’s economic, environmental and social challenges (Deloitte)
  • 44% of Millennials say they would be more loyal to their organization if their CEO took a public position on a hotly debated issue; 19% say they would be less loyal if their CEO spoke out (Weber Shandwick)
  • 81% of millennials expect companies to publicly pledge to be good corporate citizens (Horizon Media)
  • 20% of Millennial women “strongly agree” that women are less likely to be considered for senior-level roles in a business/corporate setting than their male counterparts (Nielsen)
  • 23% of men and women ages 18-35 say they feel their gender has held them back in their careers (Comparably)
  • Among millennials who worked at 5-7 organizations, 34% didn’t trust their direct manager, 31% said their organizations don’t set goals, and 48% said their organization thought only about profits (O.C. Tanner)
  • 65% of workers ages 18-24 say they prefer working in a traditional office environment (Randstad)
  • 40% of Millennials who plan to remain in their jobs beyond 2020 say their employers have a strong sense of purpose beyond financial success (Deloitte)
  • 40% of millennials see automation as a threat to their jobs (Deloitte)
  • 53% of Millennials see their workplace becoming less human as a result of automation (Deloitte)
  • 75% of Gen Z college grads are more likely to work for a company that offers opportunities to work abroad (Graebel)
  • Less than 40% of millennials and 30% of Gen Z workers feel they have the skills they’ll need to succeed, and they’re looking to businesses to help ready them to succeed in this new era (Deloitte)
  • 36% of millennials and 42% of Gen Z reported their employers were helping them understand and prepare for the changes with Industry 4.0 (Deloitte)
  • 54% of Gen Z feel the need to hide their true selves when they go to work, compared with 47% of Millennials, 39% of Gen X and 26% of Baby Boomers (Cigna)
  • 95% of Gen Z and 93% of Millennial employees would be willing to automate parts of their job (Zapier)
  • Roughly 7 in 10 Gen Z and Millennial employees say they constantly check their work communication tools outside of work (Zapier)
  • 66% of Gen Z and 57% of Millennial employees say they expect their teammates to respond to them outside of work hours (Zapier)
  • 69% of Gen Z and 73% of Millennial employees have experienced periods of decreased work productivity due to job burnout (Zapier)
  • 65% of Gen Z and 73% of Millennial employees say their job is a key component of their personal identity (Zapier)
  • 91% of Gen Z and 85% of Millennial employees say employers should have a mental health work policy in place (Zapier)
  • 77% of Gen Z and 78% of Millennial employees say discussing mental health openly at work is important to them (Zapier)

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Stats About Millennials and Employee Benefits

  • The top three reasons Millennials left their job were: better compensation and benefits, more advancement and more of a challenge (LinkedIn)
  • 35% of millennials have turned down job offers because they were dissatisfied with the benefits, compared to 27% of all other age categories (Anthem)
  • 62% of millennials are generally satisfied with their benefits, and 63% with their company culture (LaSalle)
  • Gen Xers are slightly more satisfied with their benefits than millennials (53% vs 52%), and 49% of boomers report they are satisfied with their benefits (LIMRA)
  • 77% of Millennials would be willing to take a salary cut in exchange for long-term job security (Qualtrics)
  • Half of all baby boomers who got a pay raise received a performance-based boost, compared to 32% of Millennials and 40% of Gen X (Bankrate)
  • 34% of Millennials got a raise by progressing to a higher-level role, compared to 22% of Gen X and 27% of Baby Boomers (Bankrate)
  • 35% of Millennials were more likely than any other generation to leave for a better paying job, compared to 19% of Gen X and 9% of Baby Boomers (Bankrate)
  • 62% of workers and 78% of Millennials said they’d accept a pay cut to work for a company with a mission that mirrored their values (Udemy)
  • 52% of workers ages 55 and older think they are compensated fairly, 44% ages 18-34 and 51% ages 35-54 feel the same (Robert Half)
  • 48% of younger millennials (ages 26 to 30) said they felt they were fairly paid, compared with 50% of older millennials (ages 31-35) and 54% of Gen Z (ages 18-25) (Comparably)
  • 90% of millennials would choose to stay in a job for the next 10 years if they knew they'd get annual raises and upward career mobility (Qualtrics)
  • 44% of millennials (18-34) name health insurance as the most important benefit they receive (Clutch)
  • Gen Xers and Boomers focus more on disability insurance (50% and 63%) vs their younger coworkers (33%) (LIMRA)
  • 60% of current undergrads expect jobs to start at $60,000 annually; 10% expect starting salaries of $100,000 a year (Yello)
  • 58% of all workers and 64% of millennials want paid family leave from their employers, ranking at the top of in demand perks like flexible and remote work options (55%), sabbaticals (38%), student loan repayment assistance (35%), pet-friendly workplaces (15%) and pet insurance (15%) (Unum)
  • 75% of U.S. millennial workers said the work environment should be flexible and fluid (American Express)
  • 67% of millennials, 62% of gen x and 61% of baby boomers believe their employer’s benefit plans are competitive with those offered by other organizations (PwC)
  • 70% of millennials, 71% of gen x and 75% of baby boomers say they review their benefit elections every year and make changes if needed (PwC)

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  • 50% of millennials are confident they have a strong understanding of their benefits (Qualtrics)
  • 75% of millennials, 75% of Gen S and 85% of baby boomers say they have a good understanding of employer benefit and savings plans and the role those plans play in their overall financial well-being (PwC)
  • 83% of employees ages 16-34 feel their employer cares about their wellbeing vs. 79% of those ages 35-44, 71% of those ages 65+, 70% of those ages 45-54, and 64% ages 55-64 (Salary Finance)
  • The most desired benefit for workers ages 16-34 is earned income access tools, for ages 35-44 it’s discounts on vacation providers or homes, for ages 45-54 it’s salary-linked savings tools, for ages 55-64 it’s healthcare check-ups during/at work, and for ages 65+ its salary-linked savings tools (Salary Financial)
  • 62% of all employees, 66% of those ages 45-54 and 65% of those that make $100K+ income agree a salary-linked saving account would be of value to them (Salary Financial)
  • 41% of all employees, 52% of those ages 44 and under, and 47% of those making $100K+ income agree salary-linked low-cost loans would be of value to them (Salary Financial)
  • 35% of employees have no 401(k) plan balance, rising to 66% for Millennials (Salary Finance)
  • Millennials are the most comfortable (79%) sharing personal health information with their employers, followed by Gen X (70%) and Baby Boomers (56%) (Alight)
  • Millennials are the most comfortable sharing personal financial information with their employer (67%), followed by Gen X (59%) and Baby Boomers (44%) (Alight)
  • Compared with Gen X and boomers, millennials were more likely to ask for a generic form of medicine (47%), manage healthcare expenses through a budget (35%) and check their plans to ensure coverage (57%) (EBRI)
  • 75% of Millennials would prefer to work from home or other locations where they feel they could be most productive. However, only 43% currently are allowed to do this (Deloitte
  • 84% of Millennials report at least some degree of flexible working, with 39% saying they were a part of highly flexible environments (Deloitte)
  • Among Millennial and Gen Z employees who said they intend to stay with their current employers for at least 5 years, 55% note greater flexibility in where and when they work now compared to 3 years ago (Deloitte)
  • 24% of employees between the ages of 18-34 have made workplace accommodation request due to a leave of absence, health condition, or disability vs. 13% of Gen Xers and 14% of baby boomers (Prudential)
  • 86% of employees between the ages 18-34 said they’d sooner sign a contract with remote work options (Robert Half)
  • 48% of HR professionals reported millennials as their largest non-desk work group, but 32% said they are the hardest generation among Gen Z, Gen X and Baby Boomers to engage (Speakap)
  • 43% of millennials would switch jobs for greater flexibility (Unify)
  • 63% of Millennials say they're more likely to join a company that offers the option to telecommute (along with 57% of GenX, 41% of Boomers) (CompTIA
  • 65% of professionals ages 18-34 asked for higher salaries versus 55% of those ages 35-54 and 38% of those 55+ (Robert Half)
  • 28% of workers ages 18-35 said they were somewhat or very likely to share their salary with coworkers; only 12% of workers older than 40 said the same (Comparably)
  • 27% of millennial workers ages 18-35 said their decision to discuss their salary with coworkers is dependent on the situation (Comparably)
  • 22% of millennials ages 31-35 were somewhat or very likely to reveal their salary to coworkers (Comparably)
  • 42% of millennials said their current employers do provide learning, development and training opportunities (Udemy)
  • 40% of employees age 36 and younger and 67% of baby boomers described their companies’ learning and development programs as excellent (Harvard Business Publishing)
  • 48% of millennials report education benefits as an important employer-provided benefit (LIMRA)
  • 40% of millennials see parental leave as an important benefit (LIMRA)
  • Millennials’ annual hourly earnings are growing at a rate nearly double the national rate (5.8% vs 3%) (Paychex)
  • The average hourly wage for a female millennial is $20.44, but $23.03 for men (Paychex)
  • Female millennial hourly workers experience a lower annual growth rate in hourly wages at 5.3% vs 6.2% for men (Paychex)
  • 72% of Millennials say wellness initiatives are the best way for their employers to help relieve stress (Udemy)
  • 76% of millennials, 68% of gen x and 57% of baby boomers say they’ve used the services their employer provides to assist them with their personal finances (PwC)
  • 32% of Millennial state and local employees say their overall compensation package is very competitive (NIRS)
  • 27% of Millennial state and local employees say a compensation package without a pension is very competitive (NIRS)
  • 85% of Millennial state and local employees say they plan to stay with their current employer until they are eligible for retirement or can no longer work (NIRS)
  • 84% of Millennial state and local employees say a pension benefit is a major reason why they stay in their jobs (NIRS)
  • More than half of Millennial state and local employees say switching out a pension would make them more likely to leave their job (NIRS)
  • 74% of Millennial state and local employees say they will stay in their job as long as possible to ensure financial security in retirement (NIRS)
  • 74% of Millennial state and local employees say a pension benefit is a major reason they chose a public sector job (NIRS)
  • The average worker wants to retire by age 62, 18-24 year old workers plan to retire at 56, and workers ages 55-65 see themselves retiring at 67 (Monster)
  • 47% of Millennials are afraid they won’t be able to meet their families’ basic financial needs when they retire (Transamerica Center for Retirement Studies)
  • Boomers have saved $164,000 (estimated median) in all household retirement accounts, Gen X has saved $72,000, and millennials have saved $37,000 (Transamerica Center for Retirement Studies)
  • Two-thirds of millennials had not saved a single dollar for retirement savings (NIRS)
  • Employees aged 50+ are almost twice as likely as those under 34 to be engaged in their pension (87% vs 48%) (CBI)
  • 82% of millennials are investing in a retirement savings vehicle, more than Gen X (77%) and baby boomers (75%) (BoA Merrill Lynch)
  • 78% of millennials are on track to replace 80% of their pay in retirement, compared to 62% for Generation X and 50% for baby boomers (Wells Fargo)
  • Millennial parents (ages 18-34) contribute a median of 10% of their annual income to their retirement savings vs. Gen X parents (ages 35-54) with a median of 8% and Baby Boomer parents (ages 55+) with 5% (NerdWallet)
  • Among employed parents currently contributing a percentage of their income to retirement savings, 38% of millennials say they’re socking away more than 15% of their income vs. 24% of Gen X and 23% of Baby Boomers (NerdWallet)
  • 45% of millennial parents currently contributing to retirement savings say they save more than 10% of their annual income (NerdWallet)
  • About 60% of Americans age 60+ said people continuing to work past the previous retirement age has been a good thing for the economy, compared with 30% of Americans under 30 years old (Associated Press)
  • 35.7% of Millennial employees would give up over $1000 for five extra PTO days (LendingTree)

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  • 23% of millennials say that paid vacation time is their top priority, while 14% of Generation X and 12% of Baby Boomers say the same (Clutch)
  • 39% of Millennials, 28% of Gen X and 18% of Boomers say they find the idea of a workcation (proactive decision to travel somewhere with the intent to work a regular schedule remotely) appealing (U.S. Travel Association)
  • The average Millennial takes 14.5 days off, 7.1 of which are used to travel (U.S. Travel Association)
  • Gen X is actually the least likely to unplug on vacation (23% vs. 28% of Millennials) and feel more comfortable taking time off knowing they can connect to work (82% vs. 77% of Millennials) (Project: Time Off)
  • 76% of millennials are significantly more inclined to take a business trip if an added vacation is an option (National Car Rental)
  • 83% of millennials plan to work into retirement (Merrill Edge)
  • 70% of millennial gig-only workers (or those without a job that provides benefits) have no access to benefits vs. 44% of gig-only workers over the age of 55 (Prudential)
  • Nearly 70% of millennials said a human advisor would deliver a higher return on investment vs 31% that said as much of robo-advisors (LendEDU)
  • 54% of millennials that work with human advisors said getting started on a savings path was easy, but only 38% said their robo-advisor platforms made it easy to get started (LendEDU)
  • The enrollment breakdown for vision care by generation is: Boomers (84%), Gen X (80%), Millennials (75%) and Gen Z (50%) (Transitions Optical)
  • Gen Z and Millennials are more likely to call in sick multiple times a year (Ginger)
  • Millennials are the generation most likely to want in-office perks from their employer (Zoro)
  • The older generations were slightly more likely than millennials to want time-off benefits (Zoro)
  • 49% of Baby Boomers want generous paid time off compared to 41% of Gen X, 37% of Millennials and 21% of Gen Z (Unum)
  • 33% of Baby Boomers want flexible/remote work options compared to 31% of Gen X and 28% of Millennials (Unum)
  • 19% of Baby Boomers want a gym membership or onsite fitness center compared to 22% of Gen X and 23% of Millennials (Unum)
  • 24% of Gen X and Millennials want paid family leave compared to 19% of Gen Z (Unum)

Topics: Employee Engagement + Loyalty, Benefits Trends

Ashley Autry

Written by Ashley Autry

Ashley Autry is a Marketing Professional at Access Development. She's an expert proofer, gatherer of loyalty stats, research ace, writing queen, and overseer of various marketing projects.