Who are the ‘millennials’ and how do you inspire them with regards to training? Let’s look at some insights regarding these millennials.
The millennial generation refers to the people born after 1985, who grew up together with the web and mobile technology. The effect of technology isn’t restricted to their virtual routines. It has basically changed their perspective and conduct in real life.
Millennials are accustomed to obtaining information and socializing online. As a result, they often pick self-selected groups and crowd-acquired data in daily life instead of counting on conventional management structures or authority figures. Additionally, they pride themselves on being open-minded, different and individual, so they are more prone to look for their own career paths instead of following the crowd.
The impact of ‘Generation Y’ is yet to become full blown at work, with the downturn lowering open positions for graduate and entry level jobs. But, whilst the economy recovers, the procedure of hiring and training Millennials must be a priority concern for public and private organizations.
With about 70 applicants for each open job, many companies may think about the present environment to become a ‘buyers market’. But how can you make sure that you are getting the very best applicants?
Millennials will search the net for info on potential employers, therefore it is crucial to verify that the online status can be as refined as it could be. They will even be taking care of customizable functions to match their personal skills set. As a result, having fit-all graduate schemes won’t work anymore.
Finally, is your corporate culture attractive to Millennials? They’ll certainly be searching for options to become independent, display initiative, and make use of the resources that they are familiar with, so just how would you make sure your company appears modern and inclusive?
Socializing new employees into the present work environment is hard at any level – quite a number of companies have a more mobile workforce, which includes remote international teams communicating mostly through email. Although Millennials might be happier than older people with entering into this atmosphere, the challenge is to determine the authoritative information sources within these dissipated hierarchical structures – including people and procedures.
Using the proper training, Millennials can be the catalyst to bring in a brand new approach to the company with the potential of revolutionizing traditional structures and producing tangible benefits.”
Millennials are accustomed to doing things their own way, therefore specifying what and how they can and cannot do within the constraints of the company is a crucial element of induction training. When can they self-organize and when should they consult their line supervisors? Are they allowed to select their own online resources to do things, or they should use a common application employed across the company? And when it is the former, what are the existing guidelines?
In the era of social networking, workers are more like brand ambassadors and customer support representatives, whatever their real function is inside the organization. Because Generation Y is probably going to adopt the “next big thing” at an early stage and carrying it forward, they will become increasingly important in determining what a company will look like on the web.
In this regard, constant improvements to methods of training will be essential. Do Millennials know which resources they are able to use and just how to maximize them? Do they understand what is appropriate to say online? Are the company’s information and intellectual property safe online?
The Millennials’ entrepreneurial spirit makes them much less prone to planning a ‘work for a lifetime’ than their predecessors. Therefore: ongoing professional growth is really very important. Companies must ask themselves if they are doing everything possible to keep their finest young workers.
Evaluating performance must be distinguished from evaluating development in order to make sure that worker dissatisfaction can be recognized early. It is also essential to take seriously the feedback of Generation Y. For example, what will the company do if they have a new idea to make business operations more effective or profitable?
Finally: providing training will help to make the Millennials stay with the company for the long term. Looking for training providers beyond the company is a good suggestion also – Generation Y is likely to be drawn to profile jobs covering a few different areas. It follows then that, giving them the opportunity to help your company in other ways, will be very beneficial.
The fact that millennials are undoubtedly fundamentally unlike their predecessors, poses a number of managerial and technical challenges for companies. Remember, however, that the correct training brings out the potential of Generation Y to change many processes of the traditional companies – which will result in real benefits to such companies.
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