Infographic - Career Happiness Index: Millennials Edition

What makes young people tick at work? Our infographic explores the findings from City & Guilds Career Happiness Index 2013: Millennials Edition.

03 September 2013 / Jump to comment (1)

What makes young people happy in the workplace? How do they see themselves progressing in their roles in the future? And who or what inspired them about their careers? Our infographic has the answers.

Career happiness index: millenials edition infographic

Whilst over three quarters of millennials seek vocational training, only half as many (39%) look to academic qualifications to progress their careers. 42% of young people identify industry-specific training and apprenticeships as steps towards their dream jobs, and just under a third look to on-the-job training to secure their dream role. And it’s not just qualifications that pay off, but work experience too; a third of those surveyed attributed their current job to work experience in the field.

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Christine Farrell

17 April 2017

I think that the characteristics of the millenials and how they view their jobs or careers make sense because the landscape of work has changed. More well rounded and very different experiences help these individuals grow and are then able to offer themselves as a better employee. Growing up in a company or climbing the ladder from lower positions to management is not the norm because individual loyalty has become less important and having the best and most qualified person at that moment to work on a specific matter at hand is the driving force. The advantage that millenials have over other generations is that this is their norm and they do not take it personal, they just move on to the next assignment. Older generations are looking for job growth and to be able to make a noticeable impact while being a part of the growth. They want to see a project beginning to end, and be able to make adjustments to that project and are hurt when instead management moves on. Millenials are gaining more insights to different skills and from various managers at earlier stages than the older generations did.

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