The Training Folks blog contributor Ashley White says that the Millenial generation requires new training methods. As they fill the ranks retiring Baby Boomers leave behind, they want corporate training that is relevant to them. Here are some tips she offers trainers to help instructors reach younger employees.
1.) Technology is at the forefront of the Millennial generation’s world. Use eLearning solutions to engage your students. You can also design small group discussions through Twitter or other social media outlets.
2.) Make use of infographics and other visuals in your training. This form of communication is easier to absorb than traditional text-based PowerPoints or manuals employees have to read. Minimizing the time it takes to learn a new concept gets employees to apply it faster in the field.
3.) Give your Millennial employees a goal to reach, but then sit back, and let them accomplish it in a way that is different than how it’s always been done. They have new ideas of how to do things, and it’s important not to micromanage their every move.
4.) Don’t think that Millennials just want to sit back and let their jobs do themselves. Far from it. They want continual training to update and expand their professional skills. This increases their job satisfaction, and it also reduced employee turnover. If they are happy at work, they are also more likely to be more productive than if they do not receive ongoing training.
5.) Keep the training content short. Provide specific training tools, such as online training or resources, that address specific situations. Instead of making employees sit through lectures about information they will probably forget six months down the line, short videos or hypothetical case study games workers can access at work can be effective.
6.) Since Millennials probably have not been working very long, they want to know exactly how they are being evaluated by their supervisors. During trainings, make expectations clear to avoid miscommunications that can come about as a result of generation gaps.
7.) Ensure the content of each training is directly relevant to employees’ work situations. This generation can get instant access to anything they want to know online, and they are “trained to skip whatever seems boring and irrelevant,” notes White.
8.) Add games to your training. If you have online training, let them unlock badges, make it to a new level, rank employees on a public board, or offer real prizes. Emphasize competition over assessment. Young people see this as a fun way to develop personally and professionally.
Now, go get yourself trained!
1.) Technology is at the forefront of the Millennial generation’s world. Use eLearning solutions to engage your students. You can also design small group discussions through Twitter or other social media outlets.
2.) Make use of infographics and other visuals in your training. This form of communication is easier to absorb than traditional text-based PowerPoints or manuals employees have to read. Minimizing the time it takes to learn a new concept gets employees to apply it faster in the field.
3.) Give your Millennial employees a goal to reach, but then sit back, and let them accomplish it in a way that is different than how it’s always been done. They have new ideas of how to do things, and it’s important not to micromanage their every move.
4.) Don’t think that Millennials just want to sit back and let their jobs do themselves. Far from it. They want continual training to update and expand their professional skills. This increases their job satisfaction, and it also reduced employee turnover. If they are happy at work, they are also more likely to be more productive than if they do not receive ongoing training.
5.) Keep the training content short. Provide specific training tools, such as online training or resources, that address specific situations. Instead of making employees sit through lectures about information they will probably forget six months down the line, short videos or hypothetical case study games workers can access at work can be effective.
6.) Since Millennials probably have not been working very long, they want to know exactly how they are being evaluated by their supervisors. During trainings, make expectations clear to avoid miscommunications that can come about as a result of generation gaps.
7.) Ensure the content of each training is directly relevant to employees’ work situations. This generation can get instant access to anything they want to know online, and they are “trained to skip whatever seems boring and irrelevant,” notes White.
8.) Add games to your training. If you have online training, let them unlock badges, make it to a new level, rank employees on a public board, or offer real prizes. Emphasize competition over assessment. Young people see this as a fun way to develop personally and professionally.
Now, go get yourself trained!