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5 Tricks on How to Attract Millennial Engagement in the Organization

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5 Tricks on How to Attract Millennial Engagement in the Organization

Leaders have applied a variety of talent development methods to develop their employees’ skills and competencies further. As millennials and Gen Z talents enter the workforce, organizations will continue to focus on talent development trends for employee development and employee engagement.

Numerous studies show the importance of growth and development opportunities for millennials. That said, here are 5 talent development trends your organization needs to be aware of to create greater employee engagement, productivity, and effectiveness.


1. Integrate both experiential and immersive learning

Many organizations have employed experiential learning tactics, such as placements. Experiential learning has succeeded in developing skills. But learning new skills isn’t as powerful if employees aren’t able to act on those skills and potentials.

That’s where immersive learning comes in. It is about creating an environment close to reality for a better understanding of the students. Immersive learning focuses on taking action and changing current behavior. Additionally, creating an environment close to reality can help remote workers bridge the gap between performing tasks in person and an external situation.

Hence, virtual reality and gamification are two critical examples of immersive learning. You can utilize computer technology to create a virtual environment for efficiency. Introduce and explore new innovative ideas and techniques. Have the students practice those techniques in a virtual environment. This can be particularly effective for jobs that require machines.


2. Implement welfare programs for the new age of work

Mental health is more than ever, a significant concern for many organizations. Belinda Jane Dolan, CEO of Clarity Group, points to the rise of well-being programs for a new era of work, a critical talent development trend.

Many organizations include a workplace health benefits plan as a part of their compensation. Whether it’s a simple salary or a full wellness program at an organization, benefits vary. But the goal is to encourage employees to have open discussions about it.

Dolan provides examples of different benefits depending on the region, “US companies lead the way in home furniture workers compensation. Companies in Asia and Australia provide grants for membership in a local gym, proving that exercise equipment is like oops or watches ”.


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3. Let employees draw up their development plan

With the significant changes in the workplace’s demographic and employment situation, younger employees are making more proactive efforts in planning their careers. Professional development is one area that shows these changes.

Andy Storch, the Talent Development Think Tank Community host, noticed this trend among those in attendance at his conference. Cite how millennial employees are starting to take charge of their careers and the organization’s stance on them.

Millennials want to take charge of their careers. The leaders of the organization want to support that ”, Storch explains. “the last thing you want to do is have your young employees sit down while you wait for your approval. This will be very frustrating for your employees. If your young employees are frustrated, they are about to abandon the ship. 

Allow your employees to draw up their development plan (IDP) and personal development plan. Help them set clear goals and objectives.

Storch also adds: “The key is not to give them all the steps. Teach them to help them understand the steps for themselves. The more ownership they can take to lead this development interview, the more involved they will be involved in their roles. It will also help them become more successful in their position. It is an advantage for everyone “.


4. Growing Emotional Intelligence

Technical skills can be developed through the repetition of work. Soft skills can be challenging to create. How can leaders help their employees cope with not only workplace change, but human relationships as well?

Miha Matilevski, a founder of Fail Coach, sees emotional intelligence as a solution: “Employees don’t make decisions like robots. They are humans! Emotions such as fear of failure or lack of clarity don’t always contribute to effective and wise decisions. This is why companies pay attention to emotional intelligence in the organization. They want to instill on the employees to value their inner being and to be aware of how emotions can affect their productivity and well-being ”.

Whether its career development seminars, mental wellness programs, or even training focused on emotional intelligence, emotional intelligence is becoming a primary source in talent development.


5. Redefine the responsibilities of leaders

Employees take more responsibility for their careers. Technologies are replacing tasks previously only performed by humans and even making decisions on behalf of people. While leaders still have a responsibility to respect shareholder values and make good decisions, human resources’ responsibilities are increasing.

Annabelle Beckwith, the author of “Get Your Peas Back In The Row,” started to notice changes in leaders’ responsibilities 20 years ago. Decision-making and adherence to shareholder values have always been there. But mention the differences in what is expected of leaders.

“More and more companies are beginning to emphasize culture as they do on traditional leadership responsibilities,” Beckwith remarks, “leadership roles are being redefined toward the balance between employee engagement, customer satisfaction, and completing activities.”

Because of this shift, more attention is being paid to talent development’s strategic thinking side than to skills. Beckwith also points out the change in mindset, “Even reasonable junior leaders are being encouraged to understand the overall strategy before specific team tasks. How consumer trends have shifted towards balance and connection now also affects talent development strategies.



Read more Leadership related stories in The Weekly Trends magazine.

My name is Jennifer, and I am a Web Content specialist, Travel enthusiast and Blogger. I write for many well-known blogs and try to present my critical take on the latest socio-cultural trends that dominate the blogosphere.

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