Training shouldn’t be boring. And for the “digital generation” who are taking over the workplace, millennials, old techniques simply won’t cut it. Millennials prefer a broad spectrum of learning strategies. They want learning materials that are delivered to cater to their visual, auditory, and even kinesthetic needs. And who can blame them?
GoSkills’ award-winning courses are organized in bite-sized lessons, from a wide range of business-related niches. Moreover, the resources can be accessed using any type of compatible mobile device, which makes training your team even easier. Coaching & mentorship. Millennials take pride in their work and like to improve in order to feel meaningful.
In fact, it is estimated that the typical millennial’s attention span is as short as 90 seconds. So your training materials must have an immediate ‘hook’ to get your trainees immersed and engaged. Have a single, specific learning objective for each learning task, and ensure that it can be completed within a short time.
Oct 14, 2020 · Combine gamification with microlearning and mobile learning to create mini-games that millennials can enjoy while commuting to and from work, during breaks in the office, or at home while also completing their training. 4. Use Video-Based Learning In Your Courses. Video is the preferred form of content for millennials.
Some of the steps of restaurant service training are:Talk about the etiquette and uniform guidelines. ... Compliance training. ... Organize an orientation. ... Set short-term training goals. ... Create an online training course. ... Cross-training. ... Mentorship and shadowing. ... Training in the latest technologies.
How to Create a Successful Training Course or Program: 10 StepsAssess your needs and develop goals and success metrics. ... Determine the type of employee training plan. ... Keep adult learning principles in mind. ... Develop learning objectives/outline. ... Finalize your training plan. ... Design and develop training materials.More items...
Managing Millennials™ is an experiential training seminar that provides managers with clear insights into the complexities of managing the millennial generation. It strengthens managers' abilities to establish productive relationships with their unseasoned direct reports.
Millennials and Gen Z employees in the workforce prefer mobile device-based training to any other option. This is because mobile devices are the most accessible form of technology and most readily available at any time of day.Dec 1, 2020
A training plan template is a document that outlines the specifics of a training program. It provides a loose structure that can be tailored around the training needs of any company. The training plan should provide a clear understanding of what must happen to meet the set training requirements.Mar 3, 2022
A good training plan will indicate exactly how you will accomplish your goals. You should indicate how long training will last, how many sessions will occur, and what will happen during each session. Make sure that the steps align with your specific and broad objectives.
Most employees in this generation use their phones up to 40 times a day. This often means they are more familiar with mobile learning and online learning environments. Millennials also have different learning styles. They prefer training programs that provide choices and variety that caters to their preferences.Jul 21, 2020
They crave a coaching and mentoring relationship rather than something more authoritarian. Despite living through a time of economic instability, Millennials are by and large an optimistic and positive group. If they're not high earners now, they feel assured they will be soon.
Lead Millennials Through Mentorship Rather than waiting for the yearly review, take regular time to check in with your Millennial team members; find out where they're struggling and offer them coaching. Mentorship isn't just crucial for developing skills. It will also help you retain your Millennial team members.Jan 20, 2018
Ever had a job where your “training” consisted of watching an old VHS tape on a wheeled-in TV? Or, in more modern times, a long, boring PowerPoint presentation? Are you getting sleepy just thinking about it?
When you want to get the most out of your employees, you have to know how to train them effectively. Millennials want to learn as much as previous generations, if not more so. But unlike their predecessors, modern tech is deeply embedded in their lives. Finding a way to tap into that is key, so let’s show you how.
Learn about the benefits of teamwork, and which soft skills you can train and improve to become the best team player possible.
Learn how to establish and communicate a common goal when working with others to get the most out of teamwork.
When it comes to completing major tasks, knowing how to collaborate with others can help produce the highest-quality result possible.
Use up-to-date technology. Millennials are up-to-date with the latest technological trends and they understand its power. This is one of the traits that make them so valuable for modern companies. But it’s not just about offering them a fast laptop or the latest tablet/smartphone.
However, since they were exposed to technology and the Internet since early childhood, their attention span is quite short (around 90 seconds). As such, an effective training method is to offer content (like online skills courses) in bite-sized units.
This technique is called microlearning and has a wide range of benefits such as increased motivation, better focus on the goals, and an improved understanding of the topic. A great tool for microlearning is GoSkills - an online education platform designed to help your team learn anywhere and at any time.
Moreover, they lack the patience that’s characteristic to older generations, which is why they need coaching and mentorship.
In fact, studies show that 73% of Millennials identify email as their preferred means of business communication. This way, managers can communicate tasks, deadlines, meetings, and more to their employees without having to meet face-to-face.
Another way to engage millennials in your Learning and Development platform is through gamification. As the name suggests, it’s the way to turn the training experience into a game, with points, badges, and rewards for completing various tasks or training levels.
Not only that, they are also great ambassadors for new ways of training, being able to communicate what they have learned (and how) to their teams with passion and clarity.
Microlearning. Microlearning — learning in very small, highly specific bursts — has become big business in eLearning circles. Millennials may be keen to learn, but their attention span is limited by the demands placed on them by a world screaming for their attention.
Experiential training has been used for corporate learning and development for some time, but it’s even better suited to training millennials in the workplace because it provides a different, real world and engaging challenge to the way in which they’re used to learning.
Millennials in the workplace. The typical millennial attitude towards technology is key to developing a training program suited to their needs and expectations. They have grown up with computers, the internet, and tech all their lives, and are entirely at their ease with it, unlike people of previous generations.
One of the joys of being a trainer is that you get to learn new things, too. In this case, it’s about learning to manage the training expectations of millennials in the workplace. New generations bring new challenges, and that’s a good thing. Try shaking up your training methods and techniques, and see how it benefits your organization and your workforce!
Many experiential training exercises involve solving a given issue in role-playing scenarios (for example, rescuing someone from a dangerous situation), then encouraging participants to record, reflect and apply what they have learned to their own specific situation.
By including simulations with branching scenarios based on the choices they make in their digital learning courses, you train their decision-making capabilities by basing simulations on real-life scenarios. By including rewards for correct choices and penalization for incorrect choices in simulations, you also help learners understand that their choices will have consequences, just like in real life. Create characters and environments in the simulations which are similar to people they meet and places they go in real life to help millennials relate to them better and boost learning.
Video is the preferred form of content for millennials. It is also a great way to engage both their visual and aural faculties at the same time. Videos can demonstrate how to apply skills and knowledge in a way no other content format can, and millennials can practice applying skills while they watch videos, pause them in between to carry out steps involved in a task, and also watch videos just before applying skills (as they’re just 5-minutes long) for Just-In-Time learning.
Millennials use their smartphones for everything, be it communication, shopping, ordering food, entertainment, or learning. Making digital learning courses available to them on their smartphones ensures that they have the flexibility to take courses anywhere and anytime they please, on a device of their preference.
There seems to be divided opinion about this, but the general agreement is that millennials constitute people born between the 1980s and the early 2000s. Millennials grew up seeing and using technology, which not only makes them tech-savvy, but dependent on technology in most cases.
Because of their short attention span, millennials get distracted or bored very easily. Thus, in order to keep them engaged and motivated to complete courses, it is necessary to add an element of fun and entertainment to the digital learning courses. Gamification is a strategy that employs game elements like points, levels, badges, power-ups, health, rewards, and leaderboards to turn digital courses into games that entertain and engage learners while helping them learn. Combine gamification with microlearning and mobile learning to create mini-games that millennials can enjoy while commuting to and from work, during breaks in the office, or at home while also completing their training.
For the first time ever organizations having to learn how to oversee 4 different generations, which includes managing Millennials, Traditionalists, Baby Boomers and Gen X’ers.
All TDA courses are client-specific and rely heavily on experiential learning including exercises, activities, roleplaying and continuous feedback.
Millennials are fond of short-duration training programs that are straightforward. Because the youthful population is conversant with modern technology, training that does not involve technology will end up putting them off and disliking the training.
Millennials are fond of external motivation more than internal motivation. Awards praises and prices add inspiration and explode their competitive spirit. Make a habit of giving immediate feedback and results on any course you train this generation. Encourage projection of results on an online platform which highly increases the learning and retention capacity as well as raises the learners’ motivation
Millennials are advocates for flexible schedules and working situations: 77% of millennials believe that a flexible schedule would make them more productive. This points to a bigger trend: millennials like to personalize their work-related activities. Why not let them personalize their millennial leadership training experience, too?
Only 19% of millennials say they receive routine feedback, and only 17% say that feedback is meaningful. But according to Harvard Business Review, over half of millennials want feedback at least once a month.
Mentorship is key to improving your millennial leadership training program, and a great way to engage your younger workforce, too. Millennials who intend to stay with their organizations for more than five years are two times as likely to have mentors (68%) than not (32%).
Millennials, long referred to as the nation’s avocado-toast eaters and destroyers of various markets, are going to have a new collective title soon: America’s business leaders. That’s right—the oldest millennials in 2019 are 38 years old, which is a prime age for fledgling leaders. By 2025, they will account for 75% of the workforce.
Today, the average attention span is 8 seconds . This short attention span has affected every part of the working world, but especially corporate education; businesses are struggling to figure out how to get their users to absorb information more effectively.
Millennials want to feel like they belong in a work setting. They also want personalized feedback and support. One way to offer that support is through a mentorship program, where seasoned officers provide advice to new recruits. According to PGI, 75 percent of millennials want to have a mentor in the workplace.
Millennials have gotten a lot of bad press. Older generations have labeled millennials as entitled, lazy, and self-absorbed. Millennials are known for questioning authority. In fact, a recent poll found that less than half of millennials trust the police.
Sometimes referred to as the “freelance generation,” millennials value flexibility and work-life balance. Almost 80 percent of millennials say flexible work hours would make the workplace more productive for their generation.
And millennials tend to be job hoppers. Gen-Xers typically changed jobs two times in their first 10 years out of college. Millennials average four job changes before they turn 32. However, the millennial generation has plenty of good characteristics.
They want their opinions to be heard and valued. Ninety percent of millennials say they want leaders in their company to listen to their ideas. While it’s important to enforce your department’s leadership structures, you should allow space for officers to voice their opinions.
Millennials are extremely tech savvy and do a lot of their communication through social media. Ninety percent of people aged 18 to 29 use social media, and one-third say that social media is their preferred method of communicating with businesses. Social media has often shone a negative light on police.
Millennials use the internet as their primary source for news and information. They also value flexibility. This means millennials may absorb information better through online training than traditional classroom training.