Category: Employee Development

Why is Performance Management Important?

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Why is Performance Management Important

 

What is Performance Management?

According to Spice Works, Performance Management is the process of continuous feedback and communication between managers and their employees to ensure the achievement of the strategic objectives of the organization. 

 

The definition of performance management has evolved since it first appeared as a concept. What was once an annual process is now transitioning to continuous performance management. The goal is to ensure that employees are performing efficiently throughout the year, and in the process, address any issues that may arise along the way that affect employee performance. 

 

Performance management helps managers and employees see eye-to-eye expectations, goals, and career progress. It can also help managers adjust the workflow and recommend actions to help employees achieve their objectives.

 

Why is Performance Management important?

 

  • It creates measurable performance-based expectations
  • It develops specific job performance outcomes
  • It aligns employee’s goals with the company’s missions and goals
  • It facilitates constant communication between managers and employees
  • It helps employees feel valued at their job

 

Partnering for Performance Course

 

Managers often view performance management as being primarily the end-of-year performance review. In truth, performance management is an ongoing, year-round function. The annual review is merely the culmination of the performance conversations that have taken place throughout the year. In this course, managers learn how to:

 

  • Collaboratively develop performance goals
  • Provide feedback and coaching toward those goals
  • Review performance results

 

What will you learn :

 

  • Use a three-phase process to effectively manage performance
  • Assess employee strengths and development opportunities
  • Apply the SMART goal-setting formula
  • Help employees prepare for the goal-setting discussions
  • Apply follow-up techniques to ensure commitments, goals, and standards are being met
  • Apply a structured approach to conducting the performance review
  • Use language that focuses on development vs. criticism
  • Establish a safe climate for collaborative performance discussions
  • Apply collaborative techniques to create a two-way dialogue
  • Handle difficult performance discussions

 

Because performance management establishes concrete rules, everyone has a clearer understanding of the expectations. When expectations are clear, the workplace is less stressful and employees are more productive.

 

Contact P2L today!

Problem Solving and Decision Making

Posted on | by Michael Parker | Leave a Comment on Problem Solving and Decision Making

Problem-solving and decision-making are like the two sides of a coin. They exist together yet have separate faces and need separate skills to tackle. However, they both have the same attributing factors.

These factors that result in a problem are lack of proper communication which runs both ways. Active listening and asking the right questions.

No matter what business you run, you go through situations of problem-solving and decision-making. In this leadership development course, you will learn to effectively lead people to solve problems and coach them to become clear decision-makers. With our customized learning management systems, you will now have the tools to deliver creative solutions for your everyday business problems.

There are four stages to learning the technique of effective problem solving and decision making.

 

Four stages of problem-solving and decision-making

 

Let’s take a deeper look into these four aspects of problem-solving and the decision-making process.

Anticipate

When there is a problem there is a cause that led to the problem. As a leader, the ability to anticipate a problem gives you an edge to tackle the situation ahead of time. Organizations have to therefore define problems, and outcomes, and create a goal statement that will guide employees to make decisions when needed. In larger companies, this cannot be achieved by one person. You need to have an open discussion with your employees, ask relevant questions and then define your problems and goals statement.  This is the first stage of problem solving and decision-making. When you take care of this stage, you can potentially prevent many problems from occurring in the first place.

Analyze

At this stage, we know there is a problem on hand. It is essential that people with the authority to make decisions must be ready to roll up their sleeves to get to the root cause of the problem. There are several management techniques that can help you create a process map to break down the problem situation and analyze it in-depth to arrive at a solution. If you are unsure, ask us how at games@p2linc.com

Identify

Brainstorming will bring out the best creative solutions to any problem. So lay down the process map, and chalk out all the probabilities as a team. This collaborative stage of the exercise will help you identify solutions for not just the problem on hand but will help diagnose multiply roadblock scenarios and prepare you for success.

 

Team collaborating in problem-solving and decision-making

Resolve

We like to call this a stage of taking charge. This is a two-step activity. The first part involves recording the process after going defining, analyzing, and identifying the problem. Documenting the whole process step-by-step for the benefit of the entire organization. Having historical data of what, when, and how will help in planning a future course of action.

The second part of this resolving stage is the most important of all, which is communication. Most problems occur due to a lack of communication. So, learning to covey the problem and solution is an essential skill for every member of the team.

Enroll in our problem-solving and decision-making course to learn these techniques in-depth. If you wish to customize these courses to meet your company’s specific needs, get in touch with games@p2linc.com

 

Accountability

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Accountability means an obligation that an individual or team accepts to take ownership of. It is about taking personal responsibility for a job to be done. We can easily achieve this by simply showing up and doing the things that one has committed to. While doing so, we must trust our teammates and know that we can count on each other to get things done.

Why is accountability important?

For an organization to achieve its full potential, it is vital to build a healthy accountability culture across the board.

As a leader, do you face difficulty in getting your teams to showcase accountability?

If you answered yes to the above question, you have come to the right place.

You’ll notice that your employee’s job satisfaction levels increase when you let them own a piece. What does owning a piece mean? It does not mean that you are giving them ownership of your business. You are giving them the freedom to make decisions and making them responsible for their actions at work. Companies that adopt a culture of accountability have proven to improve their productivity by setting expectations and eliminating surprises for their employees.

Make your team accountable

How to build an accountability culture in your organization?

The transformation of your leadership style to accommodate an accountability culture might seem overwhelming at the beginning, but as you embark on this journey, you’ll notice that your teams have aligned with your company’s values and they have become more competent than before.

Let’s look at some of the key elements in shaping your company’s accountability culture.

Define Accountability

The first step in setting up an accountability culture in an organization is for leaders to have a clear definition of what, who, and how chalked out. There should be clarity on the expectations, what are the immediate goals and future goals, their timelines, how to measure growth, and ensuring that the resources to deliver are made available. If you don’t know how to define your company’s accountability culture, we can help you with it. Ask us how at mike@p2linc.com

Discuss Choices

The next step in the path of nurturing an accountability culture in your organization is to have conversations with your immediate team members and employees at the designing stage. We can collate this by conducting surveys, and weekly or monthly meetings. Engaging your teams to know what will motivate them will help you establish an accountability relationship. Giving employees the needed autonomy to accomplish their tasks with a focus on company goals will lead to an increase in productivity.

Identify Obstacles

Then comes the most exciting part of the accountability culture-building process, which is tracking your company’s progress. Collect data to track employees’ understanding of the company’s objectives and their personal goals. Aligning individual growth with that of the organizations eliminates ambiguity and builds healthy employer-employee relationships. That brings us to the next step of communication through mentorship.

Offer Mentorship

It’s time to use the metrics and identify employees who need mentorship. Not having clarity on what’s next builds stress and reduces the ability to perform. Knowing where we stand in the game helps us to figure out our next move. Offer coaching to your executives from time to time so they clearly understand their responsibilities, thus making them accountable for their actions.

Offer mentorship to build accountability culture

Recognize Results

The ultimate step of inculcating an accountability culture within your teams is to recognize every small and big milestone of everyone in the organization. Peer elevation plays an immense role in keeping employee motivation in a healthy place, resulting in them taking ownership of their actions and consequences.

Send in your enquiries to know how you can build an accountability culture that’s best suited for your organization. Our team will be happy to equip you with the five-step model to create accountability within your teams.

 

Benefits of Learning Management System (LMS) for Business

Posted on | by Michael Parker | Leave a Comment on Benefits of Learning Management System (LMS) for Business

In this digital age, it is essential for every business to have its own custom-made learning management system. Irrespective of the size of your organization, you can set up an LMS for continuous skill advancement of your employees. If you are a business owner looking to set up a learning management system for your staff, get in touch with us now! We can help customize a system that’s just perfect for you. If you are new to LMS, I am sure you are curious to know everything about it. Don’t fret, we got you covered.

What is an LMS?

Learning management system (LMS) in simple words, is a digital portal for training and development for employees of an organization. Unlike in the past, where training meant that learners come together in a classroom to gain new skills, now, LMS allows them to learn as they go using online programs with just a click of a mouse. These learn-on-demand sessions help employees gain the skills on the job and continuously.

LMS - Learning Management System

Why is LMS beneficial over traditional learning?

LMS has many advantages over in-class training. While training your employees is vital for businesses to grow. By setting up a customized learning management system, companies staff development objectives are met at a significantly lower cost as learning takes place online in a single software platform, thus avoiding all the expenses incurred at a physical venue.

How does LMS work?

We can incorporate training management systems into the company’s internal network. LMS delivers training via virtual classrooms, on demand videos, augmented reality, interactive courses, quizzes, games, and surveys. Since these courses are setup online, learners can choose to learn at their own pace and time, from anywhere, and on any topic of choice. LMS is gaining popularity with the increase in remote working environments.

What are some of the key benefits LMS can give your organization?

In no particular order, let’s look at the top 6 advantages of LMS for businesses.

Cost Effective

Workshops to train employees include expenses such as renting a facility, arranging for training material for participants, and taking care of the boarding and lodging expenses of the attendees.
Learning management systems are significantly more cost effective compared to traditional classroom training. Companies can totally avoid all the above expenses in a virtual learning set up, thus reducing costs drastically.

Time Efficient

Consider the increase in congestion in cities and the time lost in commuting from one place to another. It’s another story when employees travel between cities and countries to take part in training and development programs. The number of work hours lost will directly affect the productivity numbers.
LMS is available to employees at their fingertips on their laptops or computers. Further, microlearning programs allow learners to upgrade their skills with its bite sized curriculums. Lastly, on-demand learning allows people to learn the exact tech or soft skill that they are looking for at a particular time.

Flexible Learning Experience

Learning management systems allow learners to keep track of their progress in a chosen course. They have flexibility to start multiple courses at a time and learn as they go. Employees, irrespective of their location, receive the same content, which keeps the quality of the learning program consistent. And it keeps your organization unified because they use the same terminology and “speak the same language”.

Automated Data Capture

LMS, also referred to as the learning activity management system, collects and stores data for future reference. The system tracks progress, hours spent in learning, the number of completed and pending certifications, helps identify which skills employees are finding difficult/easy to learn and the feedback provided by the learners. These metrics aid in designing future learning plans that are beneficial for the company. Furthermore, this is a very useful tool for staffing teams to look up the employees with similar skills to fill in when needed, or to plan for the staffing of upcoming projects.

Engaging & Entertaining

Modern learning experience platforms referred to as LXP’s are gaining popularity with generation Z and it will continue to evolve with generation Alpha. With their intuitive UX designs, these new age learning methods make learning activity more fun and effective. Further, these learning applications allow learners to develop skills through simple short quizzes, simulation activities, and other virtual interactive games. Learning essential soft skills through P2L’s latest custom game – Elite Commander, is certain to enhance your businesses learning ecosystem.

Gamification - LMS
Gamification – A fun LMS for next generation

Encourages Employee Retention

Retention of employees is a challenge that most businesses suffer. Offering advanced learning platforms keeps them motivated to continue with your organization. WIIFM—‘What’s in it for me?’ is a question that’s posed upon every hiring manager and when companies have a LMS that offers skills a step ahead of their industry, it gives them the edge not only with hiring of new employees, but with retention as well.

If you’re thinking about pivoting your organization’s learning technology or perhaps starting an online learning system for the first time, think no further. Just send all your questions to mike@p2linc.com

 

Factor 5 Things Before Starting an eLearning Program

Posted on | by Michael Parker | Leave a Comment on Factor 5 Things Before Starting an eLearning Program

eLearning is not a new concept. However, with the fast-paced digital transformation that’s happening at workplaces, online learning can be twice as enriching as classroom training. We can’t agree more on that, can we? But every time companies embark on this journey, there are a few common questions that arise, and human resource managers have an added responsibility to convince both management and employees to get on board with the idea of online learning. We have simplified these roadblocks into five steps that will make your digital learning transition seamless. Let’s see how.

Identify areas of improvement

The first and the most important step in designing an online learning program for your employees is to identify areas where resources are lacking the skills to deliver their best. Every project poses a new set of challenges. A close study of the problems and identifying the root causes can help businesses to come up with a learning plan.

We gain most of our technical skills through academic studies. And, when people face actual business situations such as dealing with a customer conflict or facing a client with a business pitch presentation, many skilled employees struggle. When organizations plan for training their employees to enhance their soft skills, they are better equipped for success.

Ask your employees

After identifying areas of improvement, the next crucial step is to have an open conversation with your employees. Find out what their expectations are for training. Just offering a training program that’s not adding value to their growth within the organization makes no sense to them and they will be reluctant to take part in the program. On the other hand, when employees are part of this planning, they feel invested in the organization and this helps with employee retention in the long term.

One way to achieve this is by gathering data through surveys to understand what employees want. Another method is to conduct employee skill assessments and give them a learning plan that’s customized to their needs. This will eliminate lethargy in learning and motivate employees to advance their skills with a sense of accomplishment, as they can see their individual progress alongside business growth.

Survey, one of the 5 factor to consider before starting an eLearning program

Align your eLearning strategies to your goals

When planning an eLearning program for your organization, it is only prudent to keep the company’s business goals in mind. This can differ from business to business. Since setting up an online learning program for your business is an investment, expecting a return is a natural outcome.

We can measure the results of traditional learning methods only after the completion of the training period. Since they are in a classroom set up with no access to real-time work conditions, measuring success has to wait. Whereas microlearning methods allow learners to learn just the needed skill and test it in live scenarios. This allows businesses to measure instant success rates.

Companies can therefore design eLearning and development strategies to reach multiple short-term and long-term goals.

Convince your audience

Convincing your audience is the toughest part of designing an online learning program. There can be many hurdles because of the differences of outlook between people of different generations, and other times because of the various backgrounds of people.

eLearning can be an intimidating concept for a few and for some it could be the reluctance to change the old ways of learning. We can change these fears and resistance only with the help of well-researched data from successful outcomes. At P2L, we can show you how companies have been able to reach their desired goals with our Plan to Learn strategies.

Happy employees who have factored 5 things before starting an eLearning program

Take-off on your success flight

Now that we have carefully understood and overcome barriers in setting up an online learning program, the last step is to come up with a program plan that works for your business. Here are a few tips that have helped companies build a successful learning strategy.

Once you have identified the areas of improvement, included your employees in planning, aligned your learning plan with your business goals, and convinced your audience, put a roadmap together for a smooth take-off.

For this reason, you should not look at learning as an event that needs your attendance, but rather, think of it as a process that changes with changing times. And for change to happen, we need to set out on the first step. Let us be part of your change, email us at mike@p2linc.com

 

Handling Conflict

Posted on | by Michael Parker | Leave a Comment on Handling Conflict

Okay, let’s agree to disagree. How many times have you seen this happen in your everyday conversations? Isn’t this an obvious statement for people with differences in opinion to just accept and move on? This needn’t be the case if you investigate the situation carefully.

Have you felt like finding your Zen in the middle of a meeting?

Disagreements, and misunderstandings not only cause quarrels among young kids, but they also occur with full-grown adults in the workplace. Have you seen yourself in a situation like this, where you felt the need to break away and feel that moment of peace while in a meeting that’s not going well? You have then come to the correct place.

Picture of a woman seeking peace when handling conflict in a meeting

To overcome such unpleasant situations, companies are investing in training their employees to reinforce their soft skills. Studies show that employees with strong conflict resolution skills can navigate through arguments, complaints, and difficult conversations with a constructive approach.

Why is it essential to enhance conflict handling skills?

When faced with a conflict situation, critical thinking and creative problem-solving skills are vital for leaders across the board. A leadership development course like handling conflict can help transform learners’ ability to steer through difficult situations and achieve a goal that’s most desirable for the benefit of the organization.

Further, assessing new hires for their conflict management skills is gaining more importance than ever. More so, within the emerging remote working environment where people have fewer personal interactions, it becomes increasingly difficult to establish a bond among employees. Thus, leading to a difference of opinion resulting in disagreements during meetings.

What will you learn from the handling conflict course?

Conflict handling course will not only help leaders in the industry, but it is also an impressive skill to gain when you are starting out your career.

People’s perceptions and assumptions often fuel conflicts. Most times, it’s simply our human ego that results in a conflict. So, moving forward with an approach to building trust, empathy, and fellowship will bring people together to work towards a common goal. Are you curious to learn how P2L can help change your company’s conflict-handling strategy? Enroll in our upcoming conflict handling course, or simply email us at mike@p2linc.com for more information. Handling conflict courses will enhance your ability to recognize the five styles of conflict resolution and how to best use these approaches in a conflict situation.

  1. How to apply the Stop, Yield, Go Model to resolve conflicts
  2. Learn techniques to manage emotions during conflict situations
  3. Acquire the ability to explain assumptions and their effect on a conflict
  4. Understand the importance of using active listening when solving a conflict
  5. How to use assertive language techniques to collaborate

Teams working efficiently post conflict management course

Understanding the viewpoint of the other person and applying the right communication technique will help you manage conflicts and stop them from escalating. It’s also important to remember that the end goal will be to agree on a solution that’s mutually beneficial for the organization.

“Leaders do not avoid, repress, or deny conflict, but rather see it as an opportunity” – Warren G. Bennis

Join us during our next session to learn conflict handling and become a pacesetter.

Elite Commander: Soft Skills with a Hard Twist.

Posted on | by Michael Parker | Leave a Comment on Elite Commander: Soft Skills with a Hard Twist.

 

To say we’re in the age of video games is an understatement. Esports, streaming, and sold-out consoles are all the rage nowadays. As popular culture becomes more and more video game-oriented, why can’t our workplace do the same? 

(It can)

P2L is proud to announce our latest, most innovative project to date,

Elite Commander.

 

“Wait…what is elite commander?”

Man questioning himself and wondering with doubtful face expression
We’re glad you asked. 

Elite Commander is a custom game designed by our in-house programming team. Its core focus aims to teach necessary soft skills utilized by effective people. Things like leading a team, public speaking, and more will be taught in real-time by a team of five virtual characters. Hence the slogan, “Elite Commander: Soft Skills with a Hard Twist.”

“Am I one of the characters?”

We’re glad you asked (again).

You take up the role of the leader of a team that consists of a gunner, sniper, and medic. 

You’ll lead these characters through a variety of harrowing scenarios. Missions that teach the player valuable lessons on different leadership styles, how to effectively work with your team, and the importance of unity in the workplace. 

With meticulously crafted characters and multiple outcomes per event. Each scenario requires the player to use a different leadership style.

The interactive nature of “Elite Commander” will teach workplace soft skills in a unique way.  Think “The seven habits of highly effective people” mixed with “On becoming a leader” all piled into an accessible (and fun) game. 

 

Similarly, if you like the educational concept of Elite Commander yet want different execution, p2l also offers custom game development.

This service has your company working with our programmers to create a custom game of your choice. It could range anywhere from company training to virtual seminars to announcements. 

The era of gaming is upon us. Stay ahead of the curve with Elite Commander(soft skills with a hard twist).

How Custom Game Development will revolutionize your workplace.

Posted on | by Michael Parker | Leave a Comment on How Custom Game Development will revolutionize your workplace.

Everyone wants to one-up the competition, yet the market is so dense no one knows where to look. Fortunately for you, we have an answer: Custom Game Development.

If you’ve worked in the corporate world, you’d agree that a personal disconnect from your employees is disheartening. This could arise for several reasons;

  • You (or them) could be drowning in work.
  • Too many new people filter in and out of the workplace.
  • Lack of inclusive training leads to sloppy work and awkward write-ups.
  • Did they spill a coffee on your laptop? (personal)

 

A strong relationship with employees leads to a strong team, and a strong squad creates long-lasting success. 

 

So, we’ve successfully provided you with some bleak hypotheticals and a vague statement. The question remains: what does all this have to do with custom game development?

 

Answer: everything.

 

We learned most things as children by playing; social skills, how to read and write, how to draw, etc. It’s naturally hardwired into our brains that we know better through interaction, so why do most training modules have

  1. Lack of interaction and a user reward system.
  2. Mundane videos and gruelling powerpoints.

 

Immersion shouldn’t be limited to that which has already been created; if you want to immerse your employees fully, you’ll need to create something stunning. 

 

Something…customizable (name drop).

A friendly interaction with a boss and her employee after signing up for the custom game development program.

“Wait…what is custom game development?”

Through p2l and the programming team behind Elite Commander, your business can create a game from the ground up. This will be a wholly personal experience, fully customizable to fit your company’s mantra and what you’d like to achieve while working through it. Build a game outfitted with unique character designs, modern mechanics, and exciting levelling. 

 

We believe in abandoning the past and embracing modernity. Kick the informative videos and textbook-style learning for something your employees will remember.

 

If the attractive, modern, fully immersive custom game system doesn’t appeal to you (or if you’d like to take things slow.) Don’t fret; we additionally offer a three-pronged gamification system. We provide gamification services that incorporate interactive elements into regular workplace activities (e.g. training modules), offer a VR package to improve soft skills like public speaking, and custom e-learning courses built to your specifications.

If we’re looking for a committed, engaged workplace, we must set that standard ourselves. First impressions always last; let’s make sure it’s a good one. 

Learning should be fun; stay ahead of the curve with p2l.

What your Employees Need to Know to Make your Company Successful

Posted on | by Michael Parker | Leave a Comment on What your Employees Need to Know to Make your Company Successful

Company success isn’t always determined by the degrees of your employees. The key predictors of any company success are marketing, selling, networking, management, negotiation, and communication. Not only this, the success of a company is directly linked with success of its employees. A company that has employees mastering these skills is a great package and nothing can stop its growth.

Team working together

Ensuring your employees succeed should be the prime focus of any company, because a hard working employee will get the job done, but if you don’t enhance their business abilities, their career will stagnate which will ultimately impact the success of your company. Here are some of the most important employee skills to focus on.

Ability to lead

The skill of convincing and guiding people with the goal of attaining established goals and objectives is known as leadership.

To get the most out of your employees and increase production, you must be able to encourage them. To ensure that your staff are pleased, do frequent assessments and progress meetings (at least every six months). Spend time listening to their concerns and requirements, and do everything you can to assist them. When people are at happiest, they work the hardest.

If you want to expand your team or business, you’ll need to employ additional people – leadership skills are crucial for attracting top talent and keeping them on board during difficult times.

Ability to communicate

Communication is the foundation of all workplace contact; it facilitates the transmission of ideas, innovations, and viewpoints.

Communication aids in the development of loyal workers, the attraction of repeat consumers, the identification of new suppliers, and the protection of investment.

Skills in negotiating

With practice, you’ll be able to figure out what negotiating methods work, as well as what to say and how to say it, so you can get the greatest bargains for your company. The better you are at negotiating, the more money you will save from suppliers, the more money you will obtain from investors, and the more you will be able to charge consumers, all of which will help your company to expand.

Make it a habit to bargain for lower pricing every time you buy or order something in your daily life; it will provide you with essential experience and help you figure out which strategies work best for you. It will demonstrate how, nearly always, if you simply ask, you may receive something additional or at a lower price.

Business networking

If you took a sample of ten directors of a company and asked them how they managed to get to the top in the competitive corporate environment, chances are high that most of them will mention networking.

Networking in business is one of the most efficient, low-cost ways of creating and converting sales opportunities. It will give you, your team or your business the necessary edge to succeed in the current marketplace.

Management Capabilities

Someone who can plan and execute projects, manage employees to complete tasks, and take responsibility when issues develop is required in every commercial context.

When it comes to promotions, a good knowledge of management, like leadership qualities, sets you ahead of your peers.

Many business owners and managers fall into the trap of failing to delegate because they are hesitant to relinquish control. Delegating responsibilities to others in the company or outsourcing to contractors may be part of efficiently managing your time. Determine which duties are most essential to you, or which tasks you excel at, and attempt to delegate the rest.

Employers’ role in making employees successful:

Throughout the employee lifetime, proactive facilitation of the greatest employee experience is defined as employee success. It entails strategic planning on how to assist workers in a way that allows them to accomplish their best job while also facilitating high productivity and engagement.

  1. Pay attention to your employees’ wants and requirements.

You should check your employee’s pulse on a frequent basis. Listening to your workers’ wants and concerns can help you better understand how they feel and how you can assist them accomplish their best job, which is the goal of employee success.

  1. Make HR a strategic partner in your firm.

It might be a good time to make HR a strategic business partner. Why? Because HR specialists can assist you in responding to a variety of current workplace difficulties and advise you on what steps to take to ensure the success of your staff.

  1. Keep your coworkers updated.

You can have a negative influence on your employees’ experience if you don’t communicate timely and effectively. This is especially true during times of crisis, when effective communication is a top concern for companies all around the world. During the epidemic, we saw several updates from local governments, revisions to working regulations, and safety suggestions sent to employees, for example.

  1. Assist employees in their personal and professional development.

Employees think that they are not achieving their full potential in 70% of cases. Millennials and Generation Z, on the other hand, place a greater value on professional development and advancement than previous generations.

Providing opportunity for your staff to advance and take on new responsibilities is critical to their success. Employee development also boosts retention and encourages creativity among employees.

When you invest in the success of your workers, they notice! The amount of time, resources, and effort you invest in your own personnel has a direct impact on employee motivation. Naturally, when people are motivated and their morale is raised, their productivity rises as well.

Take a look at our courses which are planned and designed for employees and companies with core focus on the latest skills required to excel in the industry.  We also customize courses based on your needs. Also check our recently launched 3D leadership game which is a fun way of developing leadership skills of your team, while they combat in a battle field.

Companies that Resonate with Millennials and the Y Generation

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Companies that Resonate with Millennials and the Y Generation

Millennials are some of the most ambitious people in the workforce, because to their natural knack for technology, social media, and creativity. They are self-starters with an entrepreneurial spirit and a desire to succeed, which makes them perfect candidates for businesses.

Three millennials sitting on stairs with one laptop and discussing

Who are Millennials?

They are those born between 1981 and 1996 and have been dubbed the “always connected” generation because of their intimate interaction with technology. According to research, historic events such as the Great Recession, 9/11, and the election of Barack Obama, the first African-American president, have changed their views.

chart defining generations by year of birth

As a business owner, one of the most important decisions you’ll have to make is who to recruit for your staff. Do you want a workplace with a mix of ages, or do you prefer exclusively older staff or millennials?

Only by conducting thorough study and being certain of what each generation can provide to your organization will you be able to make the best option. As a result, let’s begin by recruiting millennials.

Why are Millennials important?

At every turn, this generation defies preconceptions. Millennials, who are sometimes unfairly characterized as entitled or lazy, work long hours in the office—over 40 hours per week is the norm. And, contrary to common opinion, “fun” benefits like ping pong tables and in-office beer kegs aren’t required to entice millennials. Millennials are picky when it comes to their favorite benefits.

You’ve undoubtedly heard a lot of negative things about employing millennials. However, the majority of these reports were most likely overstated or the consequence of significant age gaps in the workplace. There are worse recruiting blunders you could make than employing younger talent, believe us.

Even if you truly want to avoid millennials, you’ll soon run out of talent since the Baby Boomers have all retired, and Generation X will shortly follow suit.

Social concerns are particularly important to millennials.

Hiring millennials, like hiring any other young group, keeps your business current with social, entertainment, and other industry trends. Millennials provide a new viewpoint to marketing and can develop methods that appeal to newer generations of customers.

When you hire millennials, you won’t have to worry about your company’s image being tarnished because they are extremely sensitive to social concerns.

Because people will speak out if your project or marketing campaign offends one segment of the community, you may already edit it out internally so that when it is released, it will be well-received by the whole community.

They are adaptable and agile.

Another advantage of recruiting millennials is that they are skilled at understanding the larger picture. This helps kids to be adaptable and flexible.

Millennials were raised in a world that was constantly changing. They’ve learned to react quickly in this unpredictably changing environment. That’s why they’re not scared to switch employment if they don’t see any progress, which is sometimes misinterpreted as impermanence.

How can employees attract millennials workforce?

Assist them with college loans.

It’s no wonder that repayment aid is a popular benefit, given that the average graduate enters the job with more than $30,000 in student loan debt. For many young professionals, paying off an undergraduate degree is a top priority. Adopting this cutting-edge employee benefit is highly sought after, and it will certainly set you apart from the competition.P2L training and development programme.

Providing wellness programme in the workplace

Millennials are more aware of their mental health and well-being than previous generations. They desire to maintain their emotional, psychological, and physical health.

This means that a small business that provides holistic health programme like yoga, complimentary gym memberships, stress management, and nutritional consulting may be more desirable. Offering nutritious snacks for free or at a reduced price throughout the day is another success with the younger generation, and it will help enhance employee wellbeing.

Provide them with chances for growth and advancement in their careers.

The majority of millennials are just starting out in their professions. They desire to learn and progress as much as possible, thus if you want to hire millennials, you should provide training and development opportunities.

You can recruit the most ambitious workers by introducing career development programme. Offering international relocation, for example, allows Millennials to improve their abilities, advance their careers, and get unique and significant experiences in another country. Promoting a learning culture also gives the younger generation a feeling of purpose, which may assist encourage them and propel your organization ahead.

P2L offers a wide range of courses for employee development and team- building which can be customized as per your business needs. Most importantly these learning programme can be learned while playing. They are not some board room slides or PDF pages that employees need to scroll through and get some certification.

Our recently launched 3D leadership games are one of our best sellers, where your employees can play in a battle field like situation and sustain in game while ensuring their team is safe.

All our activities primarily focus on user having fun while learning, contact us today to know more about our fun learning programme.

Conclusion

The notion that hiring millennials is a bad idea is another example of how stereotyping is a major issue in today’s environment. The fact is that whether or not someone will be a good employee is very subjective.

However, because you can’t conduct job interviews without preferences, these facts are an excellent place to start when deciding where to hunt for fresh talent. Read them over carefully to see whether these attributes are a suitable match for your company’s requirements. If you answered yes, begin looking for new workers among millennials; if you answered no, define your goals and determine which generation has the most of them.