With the increasing millennial workforce, organizations are re-evaluating their existing learning strategies. In this article, I showcase 3 examples (featuring microlearning, gamification, and social learning) that you can use to engage Millennials in the workplace.
Before I move on to the examples that would help you create corporate training to engage Millennials in the workplace, let’s take a quick look at some basic details on Millenials – who they are, what makes them tick, and why they need a different learning strategy.
People born between 1980s and early 2000s are said to be belonging to the millennial generation, “Gen Y” being their other moniker. This generation is now a significant part of the overall workforce composition of most organizations across the globe.
Millennials have had a different upbringing compared to their predecessors (read Gen X and Baby Boomers), and hence deserve to be treated differently. What may have worked for older generations may not work with Millennials, making it important for Learning and Development professionals to create corporate training for Millennials by understanding what interests them, what puts them off, and what catches their attention to help them learn “their way”.
According to TIME magazine, by 2025, 3 out of every 4 employees around the world will be Millennials. That’s a huge percentage of Millennials in the workplace and 2025 isn’t too far away.
It is, therefore, essential for organizations to create corporate training for Millennials by factoring for learning strategies that would help them internalize trainings and demonstrate the required level of employee engagement.
Corporates are waking up to the Millennial-centric challenge and going back to drawing boards to craft learning strategies for training Millennials that can appeal to them and engage them in the workplace.
In this article, I will showcase three Millenial-centric approaches featuring microlearning, gamification, and social learning that you can use for training Millennials.
While traditional learning finds takers in the Baby Boomer or Gen X communities, Millennials are not so fond of this method of learning.
According to a survey:
To create engaging corporate training for Millennials, organizations, and Learning and Development teams alike need to focus on providing them with OMG-inducing learning approaches, making them feel at home with the training material.
Some of the key characteristics of the millennial generation are:
Some of the aspects related to the learning style of Millennials are:
So far, we have noted how the millennial workforce is different and why the existing or more traditional eLearning strategies may not work to engage Millennials in the workplace. Next, we look at three examples that feature microlearning, gamification, and social learning strategies. These strategies would certainly help you in engaging and training Millennials in the workplace effectively.
This solution features elements of gamification, personalization, and microlearning packaged as a mobile app. The app has been built to help learners build their own personal brand by helping them understand their strengths and mitigating their weaknesses.
The intended target profile of learners constitutes mainly of Millennials who are usually on a path to self-discovery and need guidance in terms of enhancing their personal skills. This solution has the elements to provide them with the right kind of guidance in this regard in a way that engages them.
This example features an employee engagement program intended to spread health awareness among employees of an organization in a fun, engaging way. The need was to highlight the importance of walking and encourage employees to walk to stay healthy.
The use of fitbit devices, gamification, and social learning elements helped engage the employees, especially the millennial workforce and served the organization’s purpose to create health awareness among them and encourage teamwork.
This solution features a series of microlearning nuggets for a popular zoo to help its tour guides enhance their skills and conduct effective tours to engage their visitors.
As the subject matter was largely on wildlife, we had to make sure our presentation of the content was effective enough to do justice to the mandate. We collaborated with the Subject Matter Experts and did an extensive research on various tour guides to come up with scenarios, examples, and best practices that could be incorporated in the learning experience.
The Microlearning format coupled with the use of engaging visuals and a rich blend of various learning elements helped us meet the mandate of providing the required level of learner engagement. The survey results carried out by the organization after the initial rollout indicated that tour guides who went through the first set of nuggets got visitor ratings of 8-9 on a scale of 10.
I hope these insights have helped you understand the significance of gamification, social learning, and microlearning to engage Millennials in the workplace. Check out our award-winning solutions and approaches to enhance the impact of your corporate training by booking a free demo/consultation, or you can write to me directly at email@example.com.
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I begin my day by looking at the immediate tasks and deliverables at hand. My supervising manager overlooks the tasks for the day and assigns them according to individual competencies. I go through emails and prioritize my tasks accordingly. It helps me plan and execute my activities way ahead of delivery deadlines.
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I drive revenue for the business and build relationships with clients to expand our business. I help clients solve monotonous training challenges through engaging approaches and ensure smooth transaction throughout the project lifecycle. I am responsible for generating the customer satisfaction survey for EI Design, where I gather feedback from end-users and convey it to the client. I mentor new employees that join the business development domain and ensure that they are aligned to the business needs along with process training.
During my close to 2 years tenure at EI Design, I have helped achieve the committed revenue for the business and retained various clients. With the constant support of my team, I continue to ensure that our clients’ journey through the entire project lifecycle is hassle-free.
Reaching out to clients and presenting the best eLearning solutions is the core of my everyday life at EI Design. I ensure that all customer satisfaction surveys are delivered to clients while also continuing to work on building new business for EI Design. On a monotonous day at office, I ensure to build energy within the team and keep them motivated.
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I work with the Quality Assurance Team at EI Design, co-ordinating with multiple domains (ID, VA, Tech, and VD) to deliver exceptional product experiences for learners. It is my duty to ensure that the developers are equipped with accurate information in order to fix/uplift the product experience. I also bridge the gap between developers/testers and the client to provide clarity on the feedback received from client. In conclusion, I can say that I drive the quality of work generated across domains and monitor the performance of domains, teams, and individuals using Quality Measurement Analysis reports.
My day begins with organizing the activities for the day, checking emails for client responses, and allocating task to my team, depending on the ongoing projects on floor and the deliverables planned. Apart from this, on a regular day, I would receive client calls, conduct meetings, and communicate project requirements with my team and other domains that require my help. At the end of the day, I conduct status checks across all ongoing projects reviewed on the day and assess their progress. This helps me to ensure a high standard in the quality of work generated across all the products at EI Design.
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I constantly contribute to Learning and Development at the organizational level (specific trainings on design trends, best practices, knowledge sharing, and so on.) In addition, I guide and ensure that designers follow design briefs, guidelines, and prototypes in various stages of product development.
I receive my work at the beginning of the week and so I begin my day reviewing the previous week’s progress and then move on to the tasks allotted to me for the next week. On other days, I just go about my tasks according to the priorities assigned to them.
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