Engaging millennials - Aon Hewitt

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In Europe, the Millennial generation is the least engaged group at 49%, compared to 52% of Generation X and 58% of Baby Boomers. Clearly, there is room for improvement across the generations but with the greatest opportunity for the Millennials - many of whom will be in critical first line manager roles. More information: http://ow.ly/eWbod

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Engaging millennials - Aon Hewitt

  1. 1. Employee Engagement: recent insights from Aon Hewitts global researchAon Hewitt’s 2012 Trends in Global Employee Engagement study, which analysed the employeeengagement trends of more than 3,100 organisations representing 9.7 million employees worldwide,has identified key trends in employee engagement.Key findings include: Engagement levels are stabilising globally, although there are differences across regions Career opportunities, recognition, and organisation reputation are consistently top engagement drivers across the globe Employee engagement trends have lagged economic indicators Generational differences existEngaging Millennials in the economic downturn 60% An interesting finding from Aon Hewitts recent research% of employees engaged 58% is that clear generational differences exist both in terms of the level of engagement and the drivers of engagement. In Europe, the Millennial generation (born 50% 52% 1979-present) is the least engaged group at 49%, compared to 52% of Generation X (born 1965-1978) and 49% 58% of Baby Boomers (born 1946-1964). Clearly there is significant room for improvement across the generations but with the greatest opportunity for the Millennials, 40% many of whom will be in critical first line manager roles. Whilst Millennials are similar to other generations in s X s al er n ni the importance they place on career opportunities and om io en at communication, Aon Hewitts research has also found Bo er i ll M en some differences: compared to earlier generations, by G Ba Millennials place more emphasis on pay, but less emphasis on performance management.This may appear surprising; the popular opinion is that Millennials are less financially-driven andinstead place more value on development, training, organisational values in line with their own and anengaging work environment. However Jenny Merry, Aon Hewitts UK Engagement Practice lead,explains why the reality may be different: "The current economic climate is creating a unique set ofcircumstances not faced by preceding generations at the same period in their lives and which areaffecting employees priorities inside and outside of work”, for example:  The financial outlook is bleaker for younger people;  Recent university leavers are entering the workforce with high levels of debt;  There are high unemployment rates for Millennials and low job security, meaning many are struggling to find or keep work (or are turning to unpaid internships to gain experience or accept non-permanent contracts); and  
  2. 2.  Inflation is high, the cost of living is rising and it is increasingly difficult for young people to secure mortgages.This research emphasises the importance of not taking a one-size-fits all approach to employeeresearch. “Whilst some factors are common across groups, it is also necessary to understanddifferences between generations and other employee segments of our workforce” adds Merry. “As theMillennial generation are our future leaders, yet are the least engaged and tend to show an increasedpropensity to move jobs, listening to and acting upon the unique factors that matter most to them willyield additional positive outcomes to acting on overall employee feedback.”How Aon Hewitt can help you get the best from your employeesAon Hewitt offers a suite of employee research services to optimise the benefit of employeeengagement, ranging from off-the-shelf solutions, such as our Rapid Engagement offer describedbelow, through to those that are customised to an individual organisation’s requirements.Through partnering with us, our clients benefit from our ongoing research and extensive thoughtleadership, one of the worlds largest benchmark databases, and our employee research expertisebased on over 30 years of experience.Aon Hewitts Rapid Engagement offer is an ideal solution for companies looking for a timely, efficientand cost-effective approach to measuring and improving employee engagement. Based on a robustand proven engagement methodology, and using on a standardised approach and question set,Rapid Engagement can provide you with:  Assessment of the impact of the of the key drivers of engagement at your organisation, identifying not only the weaknesses that you need to address, but also the key strengths that you need to protect  Access to our large external benchmarking database, including over 5,000 other companies and Aon Hewitt Best Employers  User-friendly online reporting and best practice action planning tools  Dedicated time and insights from our experienced consultants to help you understand the engagement issues in your organisation and develop solutions for improvementTo discuss how Aon Hewitt could help you improve the engagement levels in your organisationplease visit our website.Jenny Merry | 0172 788 8395 | jenny.merry@aonhewitt.comJake Outram | 0207 086 9234 | jake.outram@aonhewitt.comHugh Hawthorne | 0207 086 9131 | hugh.hawthorne@aonhewitt.comLaura Heathcock | 0207 086 9598 | laura.heathcock@aonhewitt.comAbout Aon HewittAon Hewitt is the global leader in human resource consulting and outsourcing solutions. The companypartners with organisations to solve their most complex benefits, talent and related financialchallenges, and improve business performance. Aon Hewitt designs, implements, communicates andadministers a wide range of human capital, retirement, investment management, healthcare,compensation and talent management strategies. With more than 29,000 professionals in 90countries, Aon Hewitt makes the world a better place to work for clients and their employees. Formore information on Aon Hewitt, please visit www.aonhewitt.com.  

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