The state of the modern workplace is continuously shifting due to the growing influence of the largest generation in US history – millennials. According to Forbes millennials make up 40 percent of the workforce, a number which will nearly double to 75 percent by 2020. Fundamentally different from past generations, millennials bring with them a new sense of what corporate life is with great emphasis being placed on career progression. To keep pace and retain top talent companies are being forced to ditch outdated practices and embrace new employee development models that satisfy the needs of their people. The question is: what does a modern employee development program look like?
1-Based on Continuous Improvement: Did you know that on average millennials stay with a company for approximately 18 months, in comparison to Gen X (5 years) and Baby Boomers (7 years). A recent Gallup poll reported that 21% of millennial employees switched jobs in the last year with 93% doing so to take on new roles. With this challenge of retaining talent, Human Resources (HR) are now adopting innovative approaches to employee development based on the continuous improvement model.
By working in partnership with each employee, HR creates a personalized career path that aligns the employee’s goals with the company’s strategic priorities. This plan includes skills and competencies that the employee need to develop in order to move within the company with regular check points to assess progress. By mapping a clear career path and providing the resources to make it happen, organizations are ensuring that they retain top talent as well as strengthen their corporate culture.
2-Captures Employee Feedback in Real-Time: How do your employees feel about your organization’s career development program? If they could, what aspects would they change and why? Millennial employees are more loyal if they believe that the company they work for values their input – especially when dealing with their own career paths. With the work environment rapidly evolving and the needs of employees with it, HR are finding new ways to give and receive feedback from employees when it matters most.
At eXplorance we use Bluepulse 2 – a formative feedback tool – to collect and reply to confidential employee feedback in real-time. By doing regular check-ins and follow-ups, HR is able to gauge employee sentiment about all initiatives and use that information to make improvements based on interest. Bluepulse 2 has helped break down silos within the company contributing to eXplorance being named one of the Best Workplaces in Canada by the Great Places to Work Institute®.
3–Evaluates All Training Programs: No one wants to spend resources on training that doesn’t provide a good return. If training programs are not well-planned or delivered, this could lead to delayed career progression for employees which can create frustration. To avoid this companies are now carefully managing their employees’ training with ongoing evaluations. A training evaluation software like Blue® seamlessly integrates with a company’s Human Resource Information System (HRIS) allowing them to launch evaluations automatically based on dates, demographics, or any trigger criteria. Advanced reporting enables a deeper dive into data to assess strengths, areas for improvement, and blind spots in training programs.
What are some other features of a modern employee development program? Comment and let us know.
Chanel M. Sutherland
Marketing Content Specialist, eXplorance