Organization Development Programs for Millenial Generation
| employer-resources working-culture
2015 was the year when the millennials took over the workplace. Clock is ticking and things change. Millennials have all the freedom to express their desire towards work environment. They have it all in their hands; casual attire, flexible hours, refreshments at work and all the easy access possible. People need to be alert that all the new demographic brings a resounding impact on, mostly, on how the business operates. Not to mention the culture that needs to change beside the business processes, yet the main game is how the organizational development programs will be upon impact.
We’re witnessing a generation that grew up with content overload; million of articles online to help you out of difficulties in writing papers, million of YouTube clips of whoever your favorite singer is, the unlimited hash-tagged content of everything you can imagine, and all of them are on your fingertips. This could only imply that millennial generation is always thirsty for access to whatever content they want and instantly. There’s always this online world to hop in for you to roam the wide wide universe and there’s simply no way to limit the millennial generation.
Let’s get back to business with the Organizational Development Programs issue, considering the current wave of the millennials’ way of life, the program seriously needs to evolve. A 6-hour of live presentation on old-fashioned organization development materials may have captivated the previous generations, but trust me, it won’t anymore today. The millennials are just not used to tuning into one single program for long hours, statistic from a 2012 study proved this. Moreover, the millennials easily navigate to something totally different.
Like it or not, we gotta do something to catch the wave and ensure that organizational development programs are delivered continuously, effectively to the new majority of millennials. How? Simply by immersing yourself into the easily accessible #hash-tagged world and getting yourself used to how things work in this world of millennials. Check out these three tips when tailoring your company’s organizational development content:
Identify what’s necessary (and what’s not)
Before kicking-off with your program, take a neutral look at the organization. See what’s already on the right track? Identify the challenges peeking from the horizon. Consult with the leaders or shareholders and even with the employees to recognize and determine what topics need to be on the table. Deliver this content in a way that bring huge impact and relevant to everyone involved.
Make all of the available business intel work. Check your roadmap and pinpoint where the organization is at, which direction is it heading toward? Look into everything you can get your hands on; performance reviews, engagement surveys, and business outcomes.
Curation is the main key
In our Google world, curated content is available at the click of a button. It takes seconds to wade through search results and find the content that’s relevant to your query.
To keep the millennial attention span engaged, structure your organization’s program into learning tracks that address organizational, professional, department, and role-specific development. Support each team member by allowing them to choose the content and learning modality as often as possible.
As you create your resources, take into account how departments and roles are best suited to digesting information. Is the technology department going to be more captivated by a development article or video? Is the busy account executive going to retain more information by squeezing in a group training or watching a video at his leisure? Keep these considerations in mind for maximum impact.
Connect Your Employees.
Online social networks have allowed people to connect across the world to share perspectives, tastes, and opinions. But why limit this to the virtual world?
Capitalize on your employee’s’ development by connecting them through “Peer Partnerships”. The power of a peer partner is like having a best friend at work. “Peer Partnerships” provide a safe, productive space to help each other navigate the professional landscape, face challenges, and even validate successes.
Connecting team members will not only provide them with an additional support system, but also facilitate relationship-building across the organization. Double win!
Ideally, your organization’s development programs should be a resource that team members reach for– not something that’s pushed onto them. By taking into account the ‘millennial’ mindset, organizations can make their development programs a valuable asset that team members will want to tap into. #Awesome!
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