• What Millennials value most in the workplace (hint: it’s not ping-pong tables) • Why culture significantly affects Millennials’ decisions about where they work • Ways you can engage this new workforce at your own organization

1. HowtheNewestWorkforce
isEvolvingBusiness
2015PULSESURVEY
Misunderstood
Millennials:

2. 1 Howe, Neil and William Strauss. “Millennials Rising.” 2000.
2 Pew Research Center. “This year, Millennials will overtake Baby Boomers.” 2015.
Millennials. As soon as the term gets
thrown into conversation, a line’s drawn in
the sand – and you’ve likely already given
a wistful smile or an over-indulged eye
roll at the mere mention of them.
Even defining the Millennial generation sparks
a debate. But according to Strauss and Howe,1
the generational theorists who coined the term,
Millennials are those born between 1982 and
2004. Meaning? A Millennial could be anyone from
an established, mid-career level employee to one still
nervously awaiting the first day of high school.
Focusing only on those Millennials recently entrenched
in the workforce and the ones just now entering it, you
may think of this new workforce fondly – or they might make
your skin crawl. You may applaud their progressive ideologies and
penchants for group-based activities with colleagues. Or maybe the
words lazy, distracted, and entitled are all tip of the tongue.
In reality, Millennials are misunderstood. They’re a tech-savvy, socially-connected generation with a
passion for their work. And with this generation surpassing even Baby Boomers in size,2
the workplace
as you know it is changing – and your company needs to evolve right along with it.
Virgin Pulse’s latest survey of more than 1,000 U.S.-based, full-time Millennial employees (not Virgin
Pulse members) uncovers who Millennials really are, and what they want out of the companies they
work for.
Read our survey report to learn:
• What Millennials value most in the workplace (hint: it’s not ping-pong tables)
• Why culture significantly affects Millennials’ decisions about where they work
• Ways you can engage this new workforce at your own organization
Misunderstood Millennials: How the Newest Workforce is Evolving Business © Virgin Pulse 2015. All rights reserved.2

3. When it comes to the workplace, every employee
values salary. But for Millennials, it goes beyond just the
paycheck.
So what do Millennials really value? Your company’s
culture – something 77 percent of survey respondents
think is just as or more important than salary and
benefits.
With the average Millennial remaining at a job for
less than three years3
– and annual onboarding per
employee costing employers $100,0004
– your culture
is essential in curbing costs and retaining the top talent
of this new workforce.
Ping-pong tables and catered lunches might often be
associated with Millennials, but that’s not what they’re
really after. They value fun, engaging cultures. And
while the above are nice perks, real company culture is
about so much more.
Cultureisking
forMillennials
3 Future Workplace. “Multiple Generations at Work.” 2012.
4 Allied HR IQ. “2012 Allied Workforce Mobility Survey: Recruiting and Relocation.” 2012.
think flexible hours
are important
think company culture is
just as or more important
than salary and benefits
think it’s important or
very important that their
organization has a mission
they can stand behind
80%
77%
73%
What Millennials
value most in the
workplace:
Misunderstood Millennials: How the Newest Workforce is Evolving Business © Virgin Pulse 2015. All rights reserved.3

4. Shared values and collaborative environments that
support an organization’s mission – and the problems
it’s trying to solve – are fundamental to great cultures.
And Millennials agree. They seek meaningful work and
want to understand, and align with, their organization’s
mission – something 73 percent of those surveyed said
was important or very important.
Many businesses meet this need, but there’s room to
grow. Seventy-five percent of respondents know their
company’s mission, and 73 percent think it’s important
their company has one they can stand behind.
Tip: Aculturethattakescareofemployees
– something valued by 61 percent of those
surveyed – will help attract and retain top
Millennial talent. Understand the values of
your workforce, from newly hired Millennials
to veteran Baby Boomers, as you begin
purposefully designing a culture that supports
all areas of your employees’ well-being. Perks
are nice, but a well-defined mission that’s
upheld by senior leadership and new hires alike
will allow Millennials to stay focused on helping
your organization achieve its goals.
Misunderstood Millennials: How the Newest Workforce is Evolving Business © Virgin Pulse 2015. All rights reserved.4

5. When it comes to attracting and retaining top talent,
Millennials will be keeping a sharp eye on your
organization’s benefits.
Eighty-six percent of survey respondents say good
benefits are important or very important when deciding
to take or stay at a job – compared to only 57 percent of
Baby Boomers, according to a different survey.5
But the
definition of “good benefits” goes well beyond traditional
health/dental coverage and paid time off (PTO).
It’s true: recent Millennials in the workforce are often
saddled with debt – and 23 percent of respondents say
student loans are their largest financial stressor. It’s
unsurprising, then, that 64 percent of respondents think
tuition reimbursement is a good benefit. Growing up in
a recession, many Millennials witnessed their parents’
retirement plans take a hit, making them hyper-aware
that financial well-being is critical for their future, as
indicated by the 88 percent of respondents who identified
a retirement savings plan as a good benefit.
Ameaningful
jobisa
lastingone
5 Society for Human Resource Management. “Workplace
Visions.” Vol. I. 2014.
Misunderstood Millennials: How the Newest Workforce is Evolving Business © Virgin Pulse 2015. All rights reserved.5

6. Though the self-centered Millennial stereotype persists
– it’s not always the employee seen in today’s workplace.
Instead, the Millennials walking through your company’s
front doors are often the drivers of innovation and change.
Ninety percent of respondents say they want to use their
skills for good.
Millennials are also looking to grow and expand on
their existing skill set, according to the 58 percent of
respondents who say skill-building is a good benefit to
have at an organization. But as another survey found, 28
percent of Millennials don’t think their skill-sets are being
fully put to use in their current workplace.6
This highlights
the opportunity to take advantage of Millennial’s untapped
skills, but how those talents grow and develop depends on
your approach to professional development.
6 Deloitte. “Mind the gaps: The 2015 Deloitte Millennial
Survey.” 2015.
7 IBM Corporation. “The Value of Training.” 2014
Tip: It’seasyforyoutoturnyour
workplaceintoaclassroom
– and with 26 percent of respondents
wanting career advancement training and
21 percent looking to learn skills directly
related to their job function, it’s something
to turn your attention toward. As employees
are 30 times more likely to leave their
company if they feel their goals are not
achievable,7
supporting skill-building is key.
Offer professional development trainings
and seminars in the workplace, and give
employees opportunities to tackle new and
challenging projects.
Misunderstood Millennials: How the Newest Workforce is Evolving Business © Virgin Pulse 2015. All rights reserved.6

7. health/dental/vision
coverage
want to use their
skills for good
think philanthropy or
volunteer endeavors are
important or very important
in deciding to take a job
PTO
retirement
savings plan
career advancement/
management training
well-being
support
tuition
reimbursement
skills directly related or
related but tangential
to my job function
skill-building
opportunities
What’smeaningfultoMillennialsatwork?
What’s considered a
“good” benefit?
What do you want to
do with your skills?
What types of learning opportunities
do you want your job to provide?
96%
90%
39%
95%
88%
26%
61%
64%
42%
58%
Misunderstood Millennials: How the Newest Workforce is Evolving Business © Virgin Pulse 2015. All rights reserved.7

8. The 9 to 5 workday is a thing of the past – at least for Millennials. Thanks
to modern technology, Millennials are used to working in an entirely
different way. And flexibility’s a big part of that.
Half of all Millennials surveyed say technology lets them work from
anywhere and remain productive. And 80 percent think that flexible work
hours are important.
Only 11 percent of employees have their best ideas in the office,
according to a different survey.8
And with a 13 percent bump in employee
productivity when they work remotely,9
you may want to begin rethinking
your flexible work policies.
Flexibilityisthenewnorm
say tech allows them to
more quickly complete
tasks and to-do’s
say it helps them better
balance personal and
professional responsibilities
say it allows them to work
from anywhere while still
being productive
say it helps them respond
to pressing needs in a
more timely manner
80%
55% 50%
67%
WhatflexibilitymeansforMillennials:
8 Ipsos MORI. “Captains of industry Survey.” 2000.
9 Bloom, Nicholas, James Liang, John Roberts, Zhichun Jenny Ying. Standford University. “Does Working from Home
Work? Evidence from a Chinese Experiment.” 2014
Misunderstood Millennials: How the Newest Workforce is Evolving Business © Virgin Pulse 2015. All rights reserved.8

9. The use of technology is key to understanding Millennials’
approach to their workday. Eighty percent of respondents feel
technology helps them get their work done quickly, and 67 percent
say it helps them respond in a timely manner to work-related
communications.
Modern life is hectic and – due in part to technology – the lines
between work and home have blurred for today’s employees. But
it’s that same technology that Millennials say helps them achieve
better balance, with 55 percent of respondents saying technology
helps them balance personal and professional responsibilities
throughout their day.
Like culture, flexibility in the workplace can prove even more
valuable than numbers on a pay stub. A separate study found
that 45 percent of Millennials say they would choose workplace
flexibility over pay.10
10 Millennial Branding. “The Cost of Millennial Retention Study.” 2013.
11 The Agile Future Forum. “Findings.” 2014. Web.
Tip: Theterms“Millennial”and“digital”are
synonymousforareason.
Using technology to influence flexibility in your
workplace doesn’t necessarily mean texting with
Millennial colleagues on the weekends – though 66
percent of respondents say they text their bosses
about work. Offer flexible work policies, paired with
software, devices, and programs that help employees
make meaningful progress on the work that matters.
You’ll help support employee work/life balance and
drive their productivity – all while potentially cutting
costs at your organization by as much as 13 percent.11
Misunderstood Millennials: How the Newest Workforce is Evolving Business © Virgin Pulse 2015. All rights reserved.9

10. Working toward a company’s mission, staying
connected to technology to drive productivity
while balancing work and home life, and finding
meaning in challenging work can have Millennials
burning out before they know it. In fact, 39
percent of Millennials already feel more stressed
out than last year, according to another study.12
Unplugging from work lets employees relax,
recharge, and spend quality time with the people
who matter most to them – an area of well-being
that 56 percent of respondents say they want their
companies to care about and provide benefits and
resources to support. It’s also critical for keeping
their stress levels in check.
Though 27 percent of respondents say being
connected to technology doesn’t affect their
ability to rest or recharge, their more experienced
colleagues might say otherwise.
A constant connection with technology means
employees are never truly away from their work,
which leads to an increase in anxiety and decline
in productivity and work quality. And before long,
employees could burnout – and their tired demeanor
will begin to infect the energy of your company
culture, too.13
Preventburnout
beforeit’stoolate
12 American Psychological Association. “Stress in America.” 2013.
13 Virgin Pulse. “Moving on Up: Keeping Culture as Your Company Scales.” 2015.
agree it’s okay to be
connected to work
in off-hours in some
capacity
are more stressed
than last year2
claim being connected
to tech doesn’t affect
their ability to rest or
recharge
work every day of
vacation3
of Millennials believe
PTO is a good benefit
feel guilty taking
time off1
Warningsignsforburnout
but
93%
39%
27%
34%
95%
40%
1 Alamo Rent a Car. “Alamo Family Vacation Survey.” 2015.
2 American Psychological Association. “Stress in America.”
2013.
3 Alamo Rent a Car. “Alamo Family Vacation Survey.” 2015.
Misunderstood Millennials: How the Newest Workforce is Evolving Business © Virgin Pulse 2015. All rights reserved.10

11. Another reason for their stress levels may lie in how
they’re spending time away. When it comes to vacation,
our survey found that 95 percent of respondents value
PTO, but according to a different report, as many as 40
percent feel guilty about taking time off.14
With 93 percent
of those surveyed saying it’s OK to be connected to work in
off-hours in some capacity, and another survey15
revealing
that 34 percent say they work every day of vacation, this
should be a red flag.
Still only in their 20s and early 30s, most Millennials
haven’t been in the workplace long enough to experience
the damaging effects of burnout, and they could easily
get blindsided if its effects set in. Millennials want to
work hard, but they need help finding the balance in their
careers and home lives.
14 Alamo Rent a Car. “Alamo Family Vacation Survey.”
2015.
15 Ibid
Tip: Helpemployeesdisconnect
by encouraging them to step away
from their devices when the workday’s
done so they can have a chance to
decompress. Don’t discredit the value
in taking time off, either. More than
an added benefit, scheduling time
away from work is critical to keeping
burnout at bay. The same goes for
flexible policies – like clarity around
email expectations or allowing remote
working opportunities – which can help
employees better balance their priorities
at work and home.
Misunderstood Millennials: How the Newest Workforce is Evolving Business © Virgin Pulse 2015. All rights reserved.11

12. Millennialsaretoday’smoversandshakers,and
they’reevolvingtheworkplace.
They value company culture and flexibility in their roles at
work. Technology helps them stay productive while balancing
obligations at work and home, but it can also lead to burnout.
Take care of the Millennials in your workforce – and your Baby
Boomers and Gen X’ers, too – by offering tools, resources, and
programs that help them form healthy habits across all areas of
well-being. You’ll help them stay balanced in all aspects of life,
encourage their engagement and productivity, and let their true
potential and your business thrive in the many years to come.
Virgin Pulse, part of Sir Richard Branson’s famed
Virgin Group, replenishes employees with tools that
help them build better habits. With its award-winning,
online platform, the company cultivates daily habits
and sustainable behavior change that help people thrive
at work and across all aspects of life. Unlike narrowly-
focused employee health and engagement solutions,
Virgin Pulse creates more meaningful habits and drives
greater utilization across HR investments, delivering a
better quality of life for employees and better health,
increased productivity, and improved culture for
employers. More than 250 industry leaders representing
more than 2 million employees have selected Virgin
Pulse’s programs to replenish their people and ignite
their business. Learn more at www.virginpulse.com.
877-331-9988
facebook.com/virginpulse
twitter.com/VirginPulse
linkedin.com/company/virgin-pulse
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