Millennials are filtering into the workplace and becoming known as a generation focused on learning and self-development. Here we look at how training can help them.
Millennials are a generation that believe people come first when it comes to business. A company that takes care of its employees is more likely to see good results, productivity and high staff retention rates. And it’s not just employee’s that should be taken care of - customers are also true to this belief.
While it would be difficult for an employer to cater to every need of their employees, listening to their demands and working out a solution means a lot to millennials, keeping them engaged and in turn helping to strengthen a business.
Millennials like to learn and are more susceptible to change. They have a passion for self-direction and ownership in their careers, which is beginning to make learning professionals look at development programs differently.
For any business to grow, training or learning is required - this is something that isn’t just specific to the millennial generation. However, what separates millennials from Baby Boomers and Generation Z, is that they need to learn and want to have a say in what and how they learn. And this is no bad thing. Managers and learning development professionals should make the most of this attitude to learning as, after all, self-driven and motivated employees form a workforce that we want, right?
Learning is important, as obtaining new information and improving skills allows businesses to stay ahead of trends at the forefront of organisational change. It’s also easier to address the evolving concerns of customers when a business is on top of the trends, maintaining a competitive edge as workers become aware of the various business demands.
Training and learning also allows workers to think critically and add new perspectives for reshaping current ideas whilst refining and adding to the knowledge they have.
When it comes to training and providing learning for millennials, the challenge for today’s businesses is creating a learning environment that allows them to feel a sense of ownership in their professional advancement.
If millennials are working in an environment that they don’t feel is engaging, or for an employer they don’t feel values their opinions and beliefs, they aren’t likely to stick around for very long. According to Express Employment Professionals, 40 per cent of young workers change companies because they aren’t given the opportunity to learn and advance as quickly as they’d like.
Of course, how quickly a millennial employee would like to advance in their career depends on a number of personal factors and how motivated they are to learn and grow. This makes it all the more important for millennial workers to feel empowered to learn about new concepts and responsibilities.
For a generation that is consumed by speedy technology and electronic devices, how millennials learn and their accessibility to learning is deeply important. Having to seek training sessions, attend events and fork out for transport is something of an inconvenience for millennials. They want quick and convenient learning.
This means incorporating technology into learning, allowing the flexibility of working at a time that suits the employee, and allowing them to have a say in what course they choose to pursue. Online training can help millennials achieve this.