Talk of Millennials has been all the rage lately, and rightly so. By 2025, Gen Y is expected to make up 75% of the workplace. Some believe Millennials will lead us into the future, while others feel they’re too busy browsing social media or quitting via interpretative dance videos to care about what’s in store in the years ahead (Take a moment and check out the videos below—you won’t regret it):

Woman Quits Job by Making Interpretive Dance Video:


We’re Hiring: Company Responds to “I Quit” Video:


Feelings and passive aggressive “I quit” videos aside, the debate over Gen Y intensifies with each passing day. This week’s edition of Talent Acquisition Fast Facts features a number of data points relating to Millennials and the future of the talent landscape, but also why organizations may in fact be harming employee engagement by ignoring the present and past generations.

Without further ado, talent acquisition on the go:

A survey of 1,400 students and 1,400 young professionals (ages 21-29) in 14 countries (Cisco Systems, Inc.) highlights how integral technology has become to the Y Generation:

   -More than half of respondents cite the Internet as an “integral part of their lives,” while 64% say they’ll choose Internet connection over a car; 40% value the Internet more than dating, listening to music and going out with friends.

   -60% of college students believe employees should have the right to work remotely with a flexible schedule, while 7 out of 10 students believe going to the office regularly is unnecessary.

Although recent focus has been on Millennials, fact is this generation currently makes up less than 10% of all employees in the U.S.; the overwhelming majority (88%) of workers are either Baby Boomers or part of Generation X—and they are distinctively disengaged, according to a recent Gallup study:

   -Baby Boomers (born 1946-1964): 50% do not feel engaged; 23% are actively disengaged

   -Generation X (born 1965-1980): 53% do not feel engaged; 19% are actively disengaged.



The aforementioned Gallup Study (State of the American Workplace) also revealed the key characteristics that distinguish workers from each generation; organizations may be wise to take note of the findings when planning strategies to engage and retain top talent:

   -For Millennials, Baby Boomers and Generation X, Gallup's research indicates that providing employees with opportunities to excel at “what they do best,” and helping them connect to the mission and purpose of their employer, are the strongest factors for boosting retention.

   -Career growth and development—and providing opportunities for both across the workplace—are integral elements for the engagement of Generation X and Millennials.

   -Strong managerial relationships and knowing supervisors care about their well-being significantly influence the engagement of Baby Boomers.

With all the talk of Millennials, do you think organizations are doing a disservice to Baby Boomers, Generation X and even Traditionalists by focusing too intently on the future landscape? Research shows Traditionalists (oldest generation) and Millennials (youngest generation) are the most engaged, but Baby Boomers and Generation X are the least engaged. What do you think is behind this gap?

We’d love to hear your thoughts in the comment section!