EMPLOYEES here who hail from Generation Y - those born between 1981 and 2000 - place meaningful work as their top priority when choosing between jobs.
Some 70 per cent of Gen Y respondents in a recent survey by recruitment firm Kelly Services cited personal growth and fulfilment in a job as their main considerations.
This is well above the 28 per cent who said compensation and benefits were their top concern.
The study, which polled 2,500 Gen Y individuals, found that when such workers find their work meaningful, they have a greater sense of responsibility and give their work their all.
This is why there is an acute need for employers to actively find ways to understand Gen Y's perceptions and to better engage them, instead of focusing on their less-desirable attributes, said Kelly Services.
Gen Y workers - with a seemingly innate sense of entitlement and confidence - often do not hesitate to question the status quo, the firm added.
They tend to be results-oriented and need recognition constantly.
Mr Dhirendra Shantilal, senior vice-president for Asia-Pacific at Kelly Services, said Gen Y workers bring a unique set of views and skill sets - such as their ability to navigate fast-changing trends - which should be tapped on.
"(Employers) need not bend over backwards for Gen Y employees, but seeking to understand their perspectives and coming to a consensus will be most beneficial," he said.
Still, employers need to show Gen Y workers ways in which they can develop their capabilities, said Ms Stella Tang, director of Robert Half in Singapore.
Firms should develop mentorship programmes and put their staff on professional assignments which will stretch them to build greater job satisfaction.
"Employers should provide regular feedback to Gen Y staff and empower them with roles that leverage their strengths," she said.
For instance, they could tap on Gen Y's savviness with technology and social media in leading a social-networking team to drive a business need.