Not adapting to a work-life design environment — where workers seek the seamless integration of work and life — can prove costly in terms of turnover among top, engaged talent in today’s workplace, according to research released today by Kelly Services Inc. (NASD: KELYA).

The research found 71% of highly committed workers are willing to go “above and beyond” for the company, compared with 52% overall. And almost eight out of 10 committed employees rate their employers “high” for work-life balance, versus only two-thirds overall.

However, the research indicates that more than half of highly committed workers strongly agree that their skill set and experience put them in a position to compete effectively with other job seekers, compared with four in 10 overall.

“Work-life balance is not simply about flexible work arrangements," said Steve Armstrong, senior VP and general manager of US operations for Kelly Services. “Work-life design requires employers and employees to renegotiate the terms of how they view and rely on each other. Employers who are willing to make adjustments tend to be rewarded by increased engagement in the form of loyalty, discretionary effort and commitment among the workers they most want to keep.”

The research report, “Work-Life Design-The New Balance,” found some elements that people value in their pursuit of work-life design include:

• Flexible work arrangements, such as working remotely or telecommuting, flexible schedules and hours: 63%
• Wellness programs: 43%
• Highly collaborative environments with cross-functional teams: 57%
• Limitations or restriction for working beyond designated business hours: 37%
• Growing skills and knowledge in order to keep up with industry changes: 82%

Millennials, born between 1981 and 1997, now represent the largest generational group in the workforce.

“The presence of a generation used to getting what it wants is already being felt,” Armstrong said. “The highest levels of turnover are found among millennials.”

Beyond salary and health care benefits in their compensation packages, millennials want such perks as:

• Vacation and other paid time off: 65%
• Flexible work arrangements: 60%
• Wellness programs: 50%
• Childcare support: 28%
• Caregiver support: 21%

However, many would be willing to give up higher pay to receive:

• Flexibility in work schedules/arrangements: 35%
• Opportunities to work remotely: 28%
• Additional vacation time: 24%
• Reduced work schedule/hours: 24%
• Sabbatical opportunities to pursue personal interests: 21%

The report includes findings from the 2014 and 2015 Kelly Global Workforce Index surveys and the most recent Free Agent survey.