Target group millennials
5 amazing examples of learning strategies
10 top tips for creating corporate trainings
The growth of millennials as employees is a topic that can’t be ignored. They’re getting more and more present in all corporate areas and leading positions. Conventional learning strategies which worked for older generations aren’t performing well with millenials. That’s why we collected 5 examples of learning strategies that focus especially on the needs of millennials. With these you can bring your corporate trainings to the next level.
Who are millennials actually?
Millennials are people born between the early 1980s and the early 2000s, also known as “Gen Y”,
the successor of “Generation X”. Nowadays millennials represent a significant number among colleagues and are expected to grow up to three-quarters of the global workforce by 2025.
Why is a targeted learning strategy for millennials important?
Learning strategies that engaged well with older generations (Gen X and Baby Boomers) are unlikely to work for millennials.
While learning is a high priority for millennials their work is driven by different motivations. Also they’re reaching out for varied fulfillments in their work lives.
Therefore it’s important for L&D teams to rethink and redesign their existing learning strategies. Corporate trainings for millennials must consider:
- different interests and motivations within the target group
- what discourages the target group
- what attracts the attention of the target group
The challenge for companies and L&D teams
As the number of millennials in the workforce grows exponentially, employers and L&D teams need to focus more and more on this target group. They need to understand the ways in which millennials manage their daily lives.
A millennial-centric survey by EdAssist brought some eye-opening stats:
- 60% of millennials would choose a job in which there is wide scope for professional development rather than a high-paying job with steady economic growth
- 58% expect their employers to provide continuous learning opportunities related to their work
L&D teams should therefore create engaging corporate training for millennials where they can have impactful learning experiences. This also requires finding an approach that works, so that the target group feels comprehensively addressed by the training.
Traditional vs. new approach
Why does the traditional eLearning approach doesn’t work for millennials?
To answer this question it’s important to understand the characteristic of millennials. While traditional learning fits the interests of Baby Boomers and Gen X, millennials don’t engange with this approach.
The following chart shows the generational differences and develops an understanding, why learning strategies for millennials need to be remarkably different.
What does this mean for the conception of trainings?
First, millennials’ characteristics and learning preferences must be identified. Millennials should – or even must – be involved in the development of the learning strategy to create effective corporate training for them.
Traditional learning typically ensures that learners can “remember” the content. Millennial-centered learning, by contrast, focuses on access to precise nuggets of information. These are designed to enable an implementation of the learning as quickly as possible.
You can find our top 10 tips for an effective conception of corporate trainings for millenials here.
5 strong examples
We’ve collected 5 outstanding examples of how millennial-centric strategies can be implemented in corporate training.
You will see how elements of gamification, personalization, microlearning, and social learning can be integrated into training for millennials to create an engaging learning experience and double the impact of learning.
The 5 great examples of successfull millennial-centered trainings are collected here.