Don MacPherson

I said it expecting to stir the audience. I didn't get the response I thought I would get. Maybe there were a few raised eyebrows and a handful of heads nodding, but there wasn't a single gasp. No one asked "could you repeat that again" or "what did you say?"

I was speaking to conference attendees at the Arkansas Society of Human Resource Professionals in April. I had been talking about employee performance and engagement. I revealed that as many as 23% of the US workforce is actively looking for jobs at different organizations. That is unquestionably a lot of talent looking to move. However, that isn't what I thought would shock this group. No, I had a stat that was a slap in the face. Among Generation Y or Millennial employees, 39% are seeking greener pastures. They are actively looking for jobs at other organizations.

Look around your office or workplace. If you see someone in their early thirties or younger, there is a strong possibility they will be gone before your coffee cools. They have decided there is a better place for them, a more engaging environment worthy of their many talents.

There are many reasons why this is true. For some Millennials it’s simple and is similar to the generations that preceded them. They are in their first real job and it isn't turning out as they'd thought. For others, they took a job in a tough economy, hoped for the best, while never ceasing their look for a better fit. There is yet another group. This Millennial group completely misses the meaning in their work and the reasons it is important to themselves, their organization, and society.

It isn't their fault necessarily. Some people call these employees "Generation Why" with more than a hint of sarcasm because this generation has the audacity to better connect with their work. "Don’t ask questions, just do it" isn't going to cut it the way it did with previous generations.
Modern Survey peered into the idea of meaning at work using its Study of US Employee Engagement which was most recently conducted in March 2013. It found that among Baby Boomers, Generation X, and Millennials, it was the latter who were the most dissatisfied with the meaning of their jobs and it isn't even close.

Of Boomers, 74% responded favorably to the question “My work gives me a feeling of personal accomplishment.” For Gen X, 70% responded favorable. Millennials, however, languished at only 61% responding favorably. The differences for the question “I feel a sense of purpose in the work I do” is similar. Boomers responded at a rate of 79% favorable, Gen X at 75% favorable, and the Millennials at just 67% favorable.

Those are epic gaps and an incredible opportunity for organizations. According to Modern Survey’s recent study on US Employee Engagement, having a sense of personal accomplishment is the third strongest driver of employee engagement behind Belief in Senior Leadership and Career Development.

In his best-selling book "Drive", Dan Pink argues that people are motivated by autonomy, mastery, and purpose not just at work, but in life too. If that is the case, and it's hard to argue against it, it’s critical that leaders help their team members connect the dots around what they are doing, why they are doing it, and why it makes a difference.

When most people are asked what they do for a living, they respond by giving their title – “I am bank teller” or “I am a teacher” or “I am police officer”. That is how most managers view what their direct reports do too. This is the wrong approach.

If your title is Bank Teller what your response to what you do for a living should be “I put smiles on the faces of customers as I help them manage their money.” Teacher? You need to say “I am educating our future”. Police Officer? You “help people when they need it most”. Sanitation Worker? “I keep our community clean”.

Every job has to have purpose, otherwise it shouldn’t exist. Extraordinary leaders understand this and they are willing to take the time to help their employees realize the purpose behind their jobs.
Gen Y holds an exceptional amount of promise to the workplace of the future. Organizations that are looking to leverage their talents and promise will educate their leaders about the importance of purpose and ensure those leaders instill a sense of purpose in every employee. When that is done, you will see each of the generations will want to stick around a lot longer.