Learning and Development teams cannot ignore Millennials generation (people born between 1980s and early 2000s) anymore, given their increasing presence in the workforce. Unless you’re allergic to business buzzwords, you are probably aware of the employee engagement dilemma facing companies worldwide. Likewise, many organizations are adjusting to the needs and desires of the next generation of employees known as millennials. Since millennials generation are expected to make up 50% of the global workforce by 2020, making sure they’re actively engaged is key. Unfortunately, as of May 2016, only 29% of Millennials are engaged at work, this may be an unsettling thought for some employers and businesses. Last year, many millennials seemed to be planning near-term exits from their employers. But, after 12 months of political and social upheaval, those ambitions have been tempered, according to Deloitte Global’s sixth annual Millennial Survey. Young professionals now indicate they’re less likely to leave the security of their jobs, more concerned about uncertainty arising from conflict, and—especially in developed countries—not optimistic about their future prospects nor the directions their countries are going. The findings are based on the views of almost 8,000 millennials questioned across 30 countries in September 2016.
Millennials are the first generation to grow up never knowing the world without the Internet. They were raised with boundless technology at their fingertips, with Google searches and smartphones, and they think and work differently than the generations that came before them. They are the present and they are the future, and that’s why businesses must utilize specific techniques to hire and retain this tech-driven generation. A Gallup study reported that millennials lead all generations in the workforce with over 70% of them are either not engaged or actively disengaged at work. So how do you go about engaging and maintaining this unique employee?
Offer Responsive Mobile Learning.
According to a survey, about 40% of Millennials interact more with their smartphones than they do with people. Besides, about 77% of Millennials spend more than two hours every day on their smartphones. Responsive mobile learning solutions and the flexibility to learn on the device of their choice will resonate well with Millennials.
Engage With Gamification Of Learning.
The concept of gamification resonates really well with Millennials. You can use gamification elements in learning to challenge and motivate these learners and bring about the required engagement.
Extend To Social Learning.
According to a survey, 83% of Millennials said they have a Facebook account. This generation loves social media. Their liking for collaborative experiences can be leveraged using forums and communities of practice that facilitate social learning, collaborative learning, knowledge sharing, and curation of learner created content.
Bite-sized learning is an ideal way to engage Millennials and offset the short attention spans challenge associated with them. Also, the fact that they like hands-on learning experiences makes a great case for using Microlearning nuggets as Performance Support Tools (PSTs). Microlearning is a way of teaching and delivering content to learners in small, very specific bursts. Here, the learners are in control of what and when they’re learning.
A millennial employee wants to hear the job role and responsibilities, the growth possibilities and an estimated timeline, as well as the expectations that will be given to them. Contrary to popular belief, millennials don’t need beer pong tables and video games at work. They simply want to know what they can expect concerning their role, work-life balance, and that the organization they work with does its best to meet that expectation.
Give Them Feedback
Millennials are the generation who have received adult feedback growing up. They thrive on constructive criticism. They want to know if they did a good job, and medals just won’t work for them. They prefer to be recognized for their work, even informally. If the feedback is negative, millennials expect it to be more insightful, they want guidance as to how exactly they can improve.
The best approach to improve the quality and participation level for your millennial work-force is to obtain professional help for developing your new E-Learning training program to bolster employee engagement and ensure you attain the desired results from the training. An example of millennial training content developer is e-training Institute. All online courses provided by e-training Institute are designed and developed under a tried and tested Unique Learning Framework that is proven to deliver 98.6% pass rate at first attempt.
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