IF YOU’RE FREAKING OUT ABOUT TRAINING MILLENNIALS, THESE 4 THINGS MIGHT GIVE YOU HOPE!

Technology and Millennials’ familiarity with it is the biggest key to their social media-loving hearts. An eLearning environment appeals to their need and desire for schedule flexibility and on-demand style information.

People born between 1981 and 2000 are all grown up and they’re taking the workplace by storm. More and more, baby boomers are retiring and millennials are on track to take their place as the dominant generation. The good news is that millennials are very driven, but employers need to step up their training and development programs to grab their attention and their loyalty.

 

What else is right about millennials?

  • They are quick to try new technology. In fact, they are two and a half times more likely to adopt new technology early than generations who came before
  • Millennials value knowledge over just getting a degree.
  • 63% of Millennials have a Bachelor’s degree, making them the most educated generation.
  • Half of this generation doesn’t feel they need to be in a classroom to learn.
  • 75% of the global workforce will be made up of millennials by the year 2025.
  • Over half of them refuse to work for companies that ban social media.
  • Hiring costs to replace a millennial employee averages $24,000.
     

What Does this Mean for Your Training Development?

Technology and Millennials’ familiarity with it is the biggest key to their social media-loving hearts. An eLearning environment appeals to their need and desire for schedule flexibility and on-demand style information. 

Along with needing to appeal to the millennial workforce, many companies still have outdated training. The content and methods aren’t relevant to any employees, even older ones. Transitioning to the new technology-based way of learning is necessary but can be a time consuming and cumbersome task especially when you don’t even know where to start.

Here are some ways you can get the technology ball rolling and update your company’s training approach for the current and incoming workforce:
 

1.   Make Learning Flexible and On-Demand

Millennials value flexibility in their schedule and their ability to choose when and how they work. As a generation that has grown up with technology, they are typically quite aware of the capabilities of that technology and will see needing to physically be somewhere as outdated and arbitrary. 

Let Them Choose Their Path: Millennials want and need to have the ability to personalize their learning experience. This means making your course available on multiple devices so they can learn when and where they want to. Give them the option to learn at their pace as well by making the information accessible on-demand. 

Even more importantly, this flexibility and choice are good for all your workers, not just millennials. While older workers might do better to take a course on their work computer where they can receive extra help if needed, once they understand how it works they will also enjoy the ability to be able to learn where they want to.

Learn more about: WHY ARE IBI'S ONLINE ENGLISH PROGRAMS FAR SUPERIOR TO OTHERS'?

 

2.    Provide Continuous Training 

A major part of keeping Millennial workers happy is providing continuous training and coaching. And satisfied employees are more likely to stay. If you’ll remember from earlier, we discussed that it takes $24,000 to replace a millennial worker so keeping them engaged in their job is pretty important. 

Millennials need goals to work towards, but this doesn’t always have to mean big promotions. Training allows them to grow within the position they already hold and keeps them from feeling that they are wasting their time and need to move on. These skills benefit the company as well as Millennials are more than willing to put their new knowledge to use in their current company. 

Ongoing online training, mentoring and coaching is crucial to attracting top millennial workers and keeping them. Over a third of this generation said they would be more interested in an employer if they offer exceptional training and development opportunities. 

Hartford research proves that this is more than just keeping workers happy, the company benefits by getting a workforce that is more productive, more likely to stay and more active within their roles.
 
Learn more about: WILL TRADITIONAL SOFT SKILL TRAINING BE DEAD IN THE NEAR FUTURE?


3.  Get your Gamification On  

Millennials tend to be more motivated by outside rewards such as praise, prizes, money and grades than they are by internal motivation. To engage this regularly without constantly having to give out physical prizes, allow for quick feedback in the form of a scoring feature on each course module. Allowing employees to share their results on a social media platform is also a good way to engage this need for external rewards. This gamification of courses has been shown to better stimulate employee interest and create more organized teams.

Learn more about: 5 WAYS THAT IBI INCLUDES GAMMIFICATION IN ITS LEARNING DESIGN !
 

4.  Create Courses that Encourage Discovery

Millennials are not the perpetual-children they are often made out to be. They have their version of adulthood that is relevant to their generation, and this includes making time for friends and experiences as well as work (Work-life-balance). They want to discover ways to fit all these things into their lives and make their lives easier to manage. As an eLearning course designer, one of the best ways to appeal to your Millennial audience is to give them ‘Life Hacks’ to discover.

Give Them Purpose:  Millennials in particular need to see the reason behind why they are doing something. They are driven by purpose and need to see that what they are doing is having an impact in the company as a whole. If they feel the training doesn’t apply to anything larger, their attention will not be engaged, and they will not retain information nor feel motivated to learn more.

 

 

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