Like it or not, our engagement at work took a hit since the pandemic – especially among Gen Z and millennial employees. Unlike Baby Boomers, these younger generations seek more personalised experiences and meaningful growth opportunities. That’s why we’re strong advocates for the Personal Development Plan as a tool to increase engagement, enhance performance, and attract new talent.
We like to think that the COVID-19 pandemic is behind us – in fact, we don’t like to bring it up at all. But in this case we must, as Gallup’s latest data show that employee engagement has never fully recovered from the disruptions Covid caused to the way we work. According to Gallup, post-pandemic engagement trends vary widely across age generations, with younger employees feeling the most detached from their work.
Unpacking the generational divide
Gallup’s data show that where younger millennials (born in 1989 or later) and Gen Z employees have experienced a five percentage point drop in engagement from 40% to 35%, their Baby Boomer counterparts have become even more engaged (from 34% to 36%). And the reason is a difference between generations.
According to Gallup, the percentage of workers who know what is expected of them at work has declined across all generations. Younger employees are affected more by this because they feel more need for a clear purpose and vision from the organisation. They require more opportunities to develop and want to feel like they have a say, like their opinions count. Young millennials and Gen Z employees also feel more detached from the organisation, perhaps because they are more likely to work in remote jobs.
Personalised development plans is a great way of showing your employees that you care about their needs and career development.
Personal Development Plans
To engage millennial and Gen Z employees, a one-size-fits-all development programme is not sufficient. Unlike previous generations, these workers prioritise flexibility, purpose and individualised career paths. Accordingly, organisations should prioritise personalised development initiatives that cater to each individual’s interests, strengths, and career goals.
Personal Development Plans can consist of customised learning paths and skill development workshops, which allow employees to pursue learning opportunities that align with their interests and career aspirations. We also advise that you include mentorship and coaching initiatives. Especially for younger employees, having a mentor and a coach to confide in, who can guide them and provide feedback and support, can be very valuable. A coach can also help by setting goals and plan for their career paths.
Talent Development Managers or coaches guide employees in identifying their strengths and aspirations.
PDPs at Projective Group
At Projective Group, we have two-year Personal Development Plans for our employees in which we map out a structure to reach certain goals. Talent Development Managers or coaches guide employees in identifying their strengths and aspirations, and work with them to plot actionable steps to achieve their objectives. Based on years of experience and knowledge, we have tailored training programmes for specific roles. We combine these customised development strategies with individual needs and preferences. Every PDP is completely individual, tailored to both the role and the person, but based on extensive coaching and work field experience.
Benefits outweigh the cost
Investing in personalised learning trajectories for each employee might seem like a daunting task, but it’s one of the most efficient and rewarding things you can do to keep turnover rates low and satisfaction rates high. Moreover, PDPs offer numerous benefits:
- Engagement increases employees feel valued for having their development needs recognised and supported.
- Performance improves as personalised learning experiences enable employees to acquire new skills and knowledge relevant to their roles.
- Retention rates climb, because millennial and Gen Z employees are more likely to stay with organisations that invest in their professional growth.
- Organisations that offer personalised development opportunities are more attractive to top talent.
Conclusion
As engagement rates drop, organisations need to do look beyond traditional approaches to employee development to keep younger generations satisfied and motivated at work. Investing in personalised development plans is a great way of showing your employees that you care about their needs and career development. Feeling seen and supported in this way, will not only make them more likely to stay – they will also be more productive and perform better. Wins all around!
About Projective Group
Established in 2006, Projective Group is a leading Financial Services change specialist.
We are recognised within the industry as a complete solutions provider, partnering with clients in Financial Services to provide resolutions that are both holistic and pragmatic. We have evolved to become a trusted partner for companies that want to thrive and prosper in an ever-changing Financial Services landscape.