It is a good deal of discussion about millennials nowadays.
You may be familiar with some of the negative stereotypes about coping with millennials – that employers find them hard to impress and to retain.
So, are any of these stereotypes true? And what exactly does it imply to the future of the modern workforce?
We spoke with a few CEOs who had a more in-depth look into this problem and discovered the secret to training millennials. In contrast to popular belief, they are eager to learn – we have to do it using the resources and methods they know and are excited by.
Millennials training and development – is it essential?
Every hiring manager knows that the procedure for finding, attracting, and keeping talent is complicated and lengthy. They know that things can go wrong between studying and discussing the details of an employment contract.
However, the investment in the employee of the company does not cease with hiring. The new hire must go through onboarding and coaching. They need to learn the corporate culture and get familiar with the team.
After all this effort, it’s easy to understand why many employers do not like the notion of tapping into a pool of job-hoppers.
According to a new Gallup report on millennials, 60% of millennials say they are open to a different job opportunity, and 50 percent of them plan on becoming entrepreneurs in just a year. Given these numbers, companies may feel it is not worth investing more in hires, but the reality is that millennials comprise the largest generation in the US workforce.
Recruiters are always trying to find the very best and youngest talent. Therefore young people within the workforce have more chances. They adapt to change quicker, which can be valuable attributes and are also.
The newest generation of young adults is not solely motivated by climbing the corporate ladder. Sure, they are enticed by a position, but they are also currently looking to have autonomy over their work and creative liberty.
Therefore, if you want to be sure that millennials will stay with your business, it is time to change your coaching strategy.
While training millennials Approaches to try
One factor that motivates adults to become entrepreneurs would be workplace rigidity. The fear of being a cog in someone else’s dream machine is a characteristic of this generation.
But not all young adults dream of owning their own business. It follows that, with the training plans, companies have a chance of keeping their ability and cultivating their loyalty.
To learn how to direct millennials, it is vital to know that they need to sense that their role is essential because of their fulfillment and gratification, but also to your organization.
Thus, when you send coaching for millennials in the workplace, make sure to include some of the following approaches:
Sam Johns has given this recommendation among the biggest resume building platforms. According to Sam, “Since millennials have grown up surrounded by distractions, they’re most productive working in brief bursts — switching from 1 job to another as their attention shifts”.
Millennials are eager to find out new things and create improved and new skills. But since they have been exposed to technology and the Web since early youth, their attention span is concise (approximately 90 minutes).
Therefore, a successful training method is to offer content (such as online skills classes) in bite-sized units. This technique is known as microlearning and has a wide range of benefits such as increased motivation, better focus on the aims, and an understanding of the subject.
A tool for microlearning is GoSkills – an online education platform designed to help your team learn anywhere and at any time. GoSkills’ award-winning courses are organized in classes, from a wide assortment of business-related markets. The resources could be obtained using any compatible device, which makes training your team easier.
Training & mentorship
Millennials enjoy their job and like to enhance to feel significant. They know failure, but only as a means of getting and learning from the mistakes. They lack the patience that is characteristic to centuries, which explains why they require training and mentorship.
Such a program will give them a particular set of goals to work towards and will fulfill their need for connection. Training will keep them inspired and will demonstrate that their work is essential for the company.
Also, a training and mentorship program is beneficial for the business, too, since it will teach managers and employees about the ability of open communication. This procedure creates a more engaged and productive workforce, which is beneficial for the company.
Were you aware that employees are likely to watch a video than to read documents, emails, or other sources? However, even with this quantity of evidence in favor of movie content, some companies prefer to pay for the classic learning strategy.
Nevertheless, the classic strategy does not do the job for Millennials. These are the people who would instead look for a tutorial on YouTube than read a post!
Thus, in your effort to change the methods of coaching Millennials in the workplace, you need to advocate for video articles somewhat of classes and drier lectures.
Use up-to-date technologies
Millennials are up-to-date with the latest trends, and they know its power. This is one of the traits that make them valuable for modern businesses.
Nevertheless, it is not only about offering them or a laptop. It’s also about the port and tools used by the business daily. If in the modern-day and age, your business website is not responsive or your Intranet platform looks like it is in the Windows 98 period, you are long due for an update.
Offer available tools
Now, the workplace is currently going through a significant transformation. With all these platforms that encourage working from a distant place, more and more people want to embrace the freedom of an app.
Millennials already expect this in their employers. Studies reveal that 73% of Millennials identify email as their preferred way of business communication. This way, managers can communicate deadlines, tasks, meetings, and more to their employees without needing to satisfy.
Additionally, most adults do not like wasting their time and have been goal-oriented. As long as they get the work done in the time-frame that is agreed, they want to be free as they please, to use their time.
This strategy can be scary for a company that does not know the benefits behind remote work. Additionally, this selfish and lazy strategy, which may result in friction between employees, may be considered by older generations.
Therefore, we believe that training should be designed in the organization, not merely Millennials. This way, everyone can get to view and understand the other’s point of view.
This method has been successfully used in businesses and colleges, and its prevalence is continuing to grow. The idea is to transform what could be an annoying experience (such as learning a bunch of details) into a game with rewards, badges, and levels of difficulty.
Real-life activities that are a regular turn into challenges that are cool and handles to keep people focused and motivated. This happens since it employs the same procedure video games use to get players hooked on trying another degree once the current one is complete.
Employ a continuous learning culture
According to the Deloitte 2016 Millennial Survey, 60% of Millennials are interested in coaching opportunities regarding their leadership skills. While we all can’t be leaders, businesses can use a stage such as the GoSkills LMS to offer access to learning.
In this manner, you show current and future employees you care about their status in the business and invite them to enhance to be better in making decisions within their department. You invest in having happier and more productive people in the company by investing in learning.
Such a stage allows you to give feedback and encouragement, which are a big portion of the training and mentorship program we discussed above.
Learning New Skills
We all remember the age-old adage, “An ounce of prevention is worth a pound of cure.” The same principle can be applied to many different areas of your business. You must keep yourself up to date on all the current trends in eLearning. For example, if you aren’t using a proper calendar, you’re already falling behind in a significant area that can help you dramatically increase your eLearning retention.
Remember, everyone learns differently. Therefore, your students’ learning is not static. You may have a thorough understanding of the materials they are learning, but the retention that you achieve when you teach them how to apply what they’ve learned is going to differ from student to student. Using a calendar can help you make sure that you are meeting the needs of each student so that they don’t have to repeat themselves over again. Besides, you will also be able to plan your time so that you are always prepared for the various activities and assignments that your students will need to complete.
Remember, there is a lot more that goes into being successful than merely creating and delivering an eLearning course. Remember, many other steps go into it. Even the smallest change to the way you provide your information can be like a magnet that draws students in. However, you may not notice that there’s a difference until they take it to the next level. When you are unaware of the methods you use to get your message across, you’re putting your success at risk. Keep your eyes open and in control, and you will see the benefits you have been missing out on for years.