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Training in the Millennial Age

Last update on Oct. 18, 2016.

Training in the Millennial Age

HR executives have completely revamped their approach towards the way they train their workforces.  With the rise in the number of millennials entering the workforce, the potential for disruptive change is at an all-time high.

It is essential that organizations learn how to train, motivate, advance and retain high-value millennial workers.

These workers have been digital for most of their lives. They often need soft skills training earlier than their predecessors, and they expect to have access to training anywhere. Millennials have been empowered to question every business practice and are prone to place less emphasis on “traditional” methods of execution.  They just don’t have the tolerance, the patience or the time to be able to do longer training sessions.

Younger workers cause companies to rethink the way they perform tech training.

As companies deploy new cloud-based solutions to accelerate research and development, training, which was once performed in multiple day sessions, has been broken down into bite-sized bits.  Technically oriented training can be long and tedious.  Organizations can improve worker skills and training satisfaction by using “on-demand” e-learning methods to augment the skills needed and break-up the training sessions into smaller chunks.

On average, millennials switch media types 27 times every nonworking hour.

Few things hold their focus for long, so they prefer information and communication in small chunks. They are comfortable with jumping around, as they tend to be non-linier in their approach to learning.  These young workers still need to learn the preferred styles, devices and the pace expected of them, but are open to e-learning to minimize the length of time needed for this training.  Making these sessions lecture-lite and engagement-heavy will make for a more productive training experience.

Almost 94% of all millennials own a cell phone and constantly use them to gather information throughout their day.

Creating experiences utilizing the digital tools that they have always incorporated into their learning patterns will elicit quicker and more productive learning patterns.  Knowing how and when to engage millennials is a challenge for every business.  Teaching them in a traditional way, one that was once productive in the work-force, might not be the best approach for a demographic that has shown itself to be less responsive then generations past.

KlerigiTeam

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