2018年-德勤中国_德勤调查显示：千禧一代对企业信任度骤降并对工业40感到措手不及_32页_4mb

Deloitte 2018 Millennial Survey Summary

Core Content

The 2018 Deloitte Millennial Survey highlights the evolving expectations of millennials and Generation Z (Gen Z) in the workplace, particularly in the context of Industry 4.0 and a fragmenting social and political environment. The survey, based on responses from 10,455 millennials across 36 countries and 1,844 Gen Z in six key markets, reveals a shift in attitudes toward business, emphasizing the need for ethical leadership, diversity, and preparation for future work environments.

Main Findings

1. Millennials Disillusioned with Business

• Millennials feel disappointed with business, citing ethical concerns, lack of social responsibility, and increased focus on profit over people and the planet.
• There is a dramatic decline in trust in business leaders compared to previous years, with 47% believing leaders are committed to improving society (down from 62% in 2017).
• Three-quarters of millennials believe that businesses prioritize their own agendas over societal well-being.
• 67% of millennials in mature economies believe that businesses have no ambition beyond making money.

2. Industry 4.0 and Skill Development

• Millennials feel unprepared for the changes brought by Industry 4.0, including robotics, AI, and cybersecurity.
• They expect businesses to help them develop the necessary skills, especially soft skills like emotional intelligence, creativity, and innovation.
• Companies that adapt to and advance Industry 4.0 are seen as more responsible and forward-thinking.

3. Diversity and Inclusion as Key to Loyalty

• Millennials and Gen Z value diversity and inclusion as critical to loyalty and job satisfaction.
• They define diversity not just in terms of demographics, but also as tolerance, inclusiveness, respect, and different ways of thinking.
• 69% of millennials who perceive their organizations as diverse find their work environment motivating and stimulating.
• 78% of millennials in diverse organizations believe their companies perform well financially.

4. Leadership and Social Impact

• Millennials favor business leaders over political and religious leaders in terms of positive impact.
• 44% of millennials believe business leaders are making a positive impact, compared to 19% for political leaders and 28% for religious leaders.
• Companies that align with millennial values—such as purpose, culture, and professional development—are more likely to attract and retain talent.

Key Trends and Concerns

Concerns About Society

• Climate change and income inequality are now top concerns for millennials, especially in developed markets.
• Unemployment and economic instability are also high concerns in both developed and emerging markets.
• Millennials feel businesses are out of step with their priorities, particularly in areas like environmental sustainability, social equity, and ethical practices.

Gig Economy Appeal

• Many millennials and Gen Z view the gig economy as an attractive alternative or complement to traditional employment.
• This reflects a shift in loyalty and a preference for flexibility and work-life balance.

Optimism and Pessimism

• Millennials are optimistic about the economy (45% expect improvement) but less so about social and political progress.
• Gen Z shows higher economic optimism (especially in emerging markets) but is more pessimistic about career opportunities and social progress.
• Only 43% of millennials expect to be happier than their parents, and 57% of Gen Z in emerging markets expect to be financially better off than their parents.

Conclusion

The 2018 Deloitte Millennial Survey underscores a clear message: Young workers are seeking more from business leaders. They want ethical leadership, diverse and inclusive cultures, and organizations that prepare them for the future. Companies that align with their values and prioritize social responsibility are more likely to retain talent and achieve long-term success. The gig economy and personal development are key factors influencing loyalty and turnover.

While millennials and Gen Z still trust business leaders more than other groups, the gap is closing, and there is a clear need for leaders to demonstrate commitment to ethical practices, sustainability, and employee well-being. The survey highlights an opportunity for leaders to rebuild trust and lead with purpose.