Credit Unions may have problems holding on to talentedmillennial employees.

According to a new Gallup research, millennials are just not that into their employers.

Millennials are the least likely generation to be engagedat work. Only 29% are engaged, meaning they are involved in,enthusiastic about and committed to their work, according to theresearch.

However, millennials are also one of the least likelygenerations to be actively disengaged in their work. Gallupexplained that a vast majority of millennial employees (55%) arenot engaged, meaning they are neither engaged nor activelydisengaged and feel indifferent about their work, without closeties to their jobs or companies.

Gallup's data also suggested that millennial feel unattached totheir coworkers as well.

Only 43% strongly agree they know what their coworkers areexpected to do at work, which is significantly lower than the 57%of members of older generations who say the same.

What's more, most millennials don't identify withtheir company's purpose. Only about one in three millennialsstrongly agree that the mission or purpose of their organizationmakes them feel their job is important.

So it's no surprise that 21% of millennials have changed jobswithin the past year, and 60% are open to different jobopportunities. Nonetheless, 50% plan to continue working with theircompany one year from now, according to Gallup.

“For millennials, work must have meaning. They want to work fororganizations with a mission and purpose,” Gallup CEO Jim Clifton,wrote in his organization's new report, “How Millennials Want toWork and Live.” Back in the old days, baby boomers like medidn't necessarily need meaning in our jobs. We just wanted apaycheck our mission and purpose were 100% our families andcommunities. For millennials, compensation is important and must befair, but it's no longer the driver. The emphasis for thisgeneration has switched from paycheck to purpose and so must yourculture.”

Millennials also want managers who can coach to help them buildtheir careers and their strengths and not fix their weaknesses.

Clifton also said Gallup's research found that millennials valueongoing conversations with their managers over annual reviews.

“The way millennials communicate texting, tweeting,Skype, et cetera is now real-time and continuous,” hewrote. “This dramatically affects the workplace because millennialsare accustomed to constant communication and feedback. Annualreviews no longer work.”