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L&D Meets OMG:

Learning & Development for Millennials

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About This Guide
WHAT?
A guide to working with and engaging millennials in the workplace through learning and
development.

WHY?
Very soon, millennials will be the dominant generation in the workplace. Their learning
and training style drastically differs from their predecessors, so its important to
understand how they think, work, and feel to better engage them. Learning opportunities
and professional development are important parts of employee engagement, especially
with millennials.

WHO IS IT FOR?
Learning and development (L&D) and human resources (HR) professionals.

WHO IS IT FROM?
Instructure, Inc. is the software-as-a-service (SaaS) technology company that makes
software that makes people smarter. Its modern learning platform, Bridge, enables
organizations of every kind to engage with employees by measuring and improving
employee learning, in real time.

Learn more at www.GetBridge.com.

HOW CAN INSTRUCTURE HELP?


We're here and ready to change the way you do corporate learning and training. Down
with the yawn-inspiring, groan inducing version of corporate training. Up with the
engaging, streamlined, and most importantly effective version.

We've leveraged our expertise in building software that people actually want to use and
created a fresh learning and training solution for the corporate world: Bridge. It's our
uber-engaging, slick, easy-to-implement learning management system that will give your
employees and company the tools needed for success.

We also happen to have a dedicated team of tech experts, so we can provide Bridge
customers with 24/7 technical help should the need arise.

L&D Meets OMG: Learning & Development for Millennials

Copyright 2015

Published by Instructure
6330 South 3000 East, Suite 700, Salt Lake City, UT 84121

All rights reserved. Except as permitted under U.S. Copyright Act of 1976, no part
of this publication may be reproduced, distributed, or transmitted in any form or
by any means, or stored in a database or retrieval system, without the prior written
permission of the publisher.

Design by Instructure.

Visit our website at www.getbridge.com


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ABOUT
Table THIS
of Contents GUIDE
Move Over Boomers, Millennials Are Taking Over
The Generation (and Technology) Gap Has Never Been Larger 5

Unprepared for Todays Workplace 5

Digital Since They Were in Diapers


Go Mobile or Go Home 6

m-learning is Mm, Mm Good 7

Poor Design is a Deal Breaker 8


Keep it Short: On to the Next in a Matter of Minutes 8

Obsessed with Social is an Understatement 9

Traits of the Most Powerful & Misunderstood


Generation
Short on Attention, Long on Ambition 10

Natural Born Hustlers (In Their Careers, Anyway) 11

Motivated by Meaning 12

Teamwork Makes the Dream Work 12

Leverage Tech to Collaborate and Connect 13

How Millennials Thrive: Set the Framework, Then Set Them Loose 13
They Want Results and They Want Them Now 14

Your Guide to Engaging This Complex Generation


Your Guide 15

About Bridge 16

3
Move Over,
Boomers.
Millennials Are
Taking Over.
R G B
Remember when baby boomers were the
dominant influencers on everything, from
how we worked to what we consumed and
how we played? The generation that defined
the American workplace with a workaholic
tendencies and work-to-live attitudes is
now taking a back seat to another dominant
generation: the millennials.

A breed all their own, these adults born in the


1980s and 1990s are quite different in how
they think, work, use technology, and socialize.
And for employers, its time to embrace their
impending influx or spend years trying to recruit
and retain young talent through outdated
methods that just wont work.

If you arent aware of the powerful impact of


millennials, you will be soon enough. By the end
of 2015, millennials are expected to overtake
baby boomers in the workforce as boomers
increasingly reach retirement age.

The 80s and 90s gave


birth to more than hair
bands and grunge
like the largest and most diverse
generation ever, millennials

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Big Four Accounting firm
PricewaterhouseCoopers is
planning for a workforce of nearly 75%
80 percent millennials in 2016. It
might take other companies a few
more years, but millennials are
expected to make up 75 percent of
the workforce by the year 2025.

The Generation (& Technology)


Gap Has Never Been Larger
Millennials use of technology is far more advanced than their
baby boomer bosses, and even Gen Xers, as they are the first
generation of digital natives. For a millennial born in 1988, the
first text message was send when he was four years old, and
by the time he graduated high school, social media platforms
such as Myspace and YouTube were hitting their stride.

With this sort of tech ubiquity since childhood, do you really


think youre going to capture the attention of a millennial with
the same PowerPoint slides youve been trotting out at a
Lunch and Learn for the past decade?

Unprepared for Todays Workplace


A new study by Instructure, the creators of corporate LMS
Bridge, asked managers about hiring practices and employee
competence. Of those surveyed, 54 percent said entry-level
employees (a.k.a. millennials) were only somewhat prepared
to contribute to a company immediately. Which begs the
question: How do you work with millennials to train and
engage them once theyre on board?

In this e-book, well show you how millennials differ from the
generations that preceded them and how you can transition
your training and development strategies to engage this
powerful generation taking over our nations workforce.

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Digital Since They
Were in Diapers
At the same age that baby boomers were playing
with Silly Putty and Cracker Jacks, millennials
were already addicted to their iPhones and
56%
of millennials
declaring Facebook passe. This doesnt just
think tech-
mean they can show you how to download
and use the Uber app on your phone. It means
nology helps
theyre instant-gratification junkies when
people use
searching for information.
their time more
efficiently.
If a millennial has a question, theyre more likely
to whip out their phone and Google the answer
than they are to ask the person standing right
next to them. Millennials have a very positive Even more startling for employers who havent
relationship with technology. In fact, 56 percent been keeping up with technological upgrades:
of millennials think technology helps people use 56 percent of lower millennials and 67 percent of
their time more efficiently. upper millennials said state-of-the-art equipment
is vital in their employer selection.
However, in a study by Accenture, more than
20 percent of those surveyed said employer- So how do you grab, and hold, the attention of
provided technologies didnt meet their a short-attention-spanned-instant-gratification-
expectations. technologically-savvy employee?

Go Mobile or Go Home
As you consider company investments in new
applications and programs, particularly your
learning and training platform, consider the vital
need for mobile access. Millennials are almost
literally glued to their phones. According to Pew
Research Center, more than four out of five sleep
with or next to their cell phones.

As of early 2013, 18 percent of all millennials


were mobile-only users according to comScore,
meaning they do everything on a smart phone
or tablet and likely dont own a laptop or
desktop computer. And millennial or not, mobile
usage has taken over as the primary means of
accessing the Internet.

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m-learning is Mm,
Mm Good
For millennials, work is more than just a In addition to apps, another way to enable mobile
paycheck. Its about enrichment, fulfillment, and access is cloud computing. This technology
the flexibility to achieve the lifestyle they want allows a seamless transition from working on
on their own terms. As evidence, a Millennial a desktop PC in your office to a mobile device
Branding report found 45 percent of millennials as you stand in line at the grocery store to your
will choose workplace flexibility over pay. tablet at home. Data is stored on a remote-
shared server (the infamous cloud), rather
You can meet these desires through mobile than a desktop hard drive, making it accessible
learning. Also called m-learning, this is training instantly via any Internet connection.
and development delivered on mobile devices
phones, tablets, hand held PCs through an For example, while using a cloud-based system,
app, allowing millennials, to access it whenever, if a user exits a course at section two at the end
wherever. Mobile apps typically focus on bite of the workday, he can pick up the course right
sized segments of five minutes or less, appealing where he left off when he signs in from his tablet
to millennials short attention spans (which well at home, since the data automatically backs up to
address more fully below). the cloud.

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Poor Design is a
Deal Breaker
Millennials are largely visual learners. This
shouldnt be surprising given they grew up using
a computer, watching TV, and playing video
games.

Start with design. Youll grab their attention if


you use a slick, modern interface that looks like
the other apps and programs theyre used to
interacting with on their phones and tablets.

To keep their attention, limit large amounts of


text and instead use visual elements like
infographics and videos to convey information.

Professional marketers have already figured out


that millennials want a slick user experience.
Think about it: you want millennials to be
consumers of your brand (i.e., your company
culture and learning environment), too. So, think
like a marketer and make them want to use your
product.

Keep it Short: On to the


Next in a Matter of Min-
utes If you cant deliver a training course in short,
bite-sized segments, you wont engage the
Millennials are active learners driven by millennials coming into the workforce, explained
curiosity, discovery, and exploration with Jeff Weber, vice president of people and places
short attention spans. They can easily, at Instructure.
and quickly switch their attention
between tasks and technology, Best practices for m-learning suggest you
like laptops, smart phones, develop education segments that are five
and television, an average minutes or less. Think YouTube video, not an
of 27 times per hour hour-long Lunch and Learn. Keep in mind, the
compared to only 17 times average human attention span is now shorter
per hour for previous than that of a goldfish.
generations.
When breaking your current courses into smaller
What can we learn from segments, consider offering different learning
this statistic? Millennials are methods throughout the course, including video,
constantly connected and you group discussion, and other interactive activities.
only have a brief period of time to This will help keep millennial minds fresh as they
capture their attention. regularly switch between different tasks.

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Obsessed with Social is an
Understatement
Dont forget to make the learning experience
social. Unlike the generations before them,
millennials are inherently drawn to social
platforms. The line between their personal and
professional lives are blurred if the lines even
exist any longer. 70
%
Millennials have no shame
in allowing their professional
and social worlds to collide,
with 70 percent having
friended their managers
and coworkers on Facebook.

On average, millennials share six pieces of


content on social media and five on email
each day. In short, they dont feel like theyve
accomplished something until theyve told
everyone about it.

Increasingly, corporate LMS providers are


integrating social media technologies to meet
millennials desires for social engagement.
Instead of older-style forum discussions, newer
social capabilities are integrated throughout
the learning platform. For example, users can
comment on or rate courses or post a completion
badge upon conclusion of the course.

Other functionalities include communities based


on courses or business departments, integration
with popular platforms such as LinkedIn or
Facebook, or blended learning, which combines
face-to-face and online interactions.

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Traits of the Most Powerful and
Misunderstood Generation
Youve heard the clichs entitled, selfie-obsessed, ramen-eating,
underemployed, Me Me Me Generation, Hero Generation, well,
you get it. Regardless of how they are labeled, millennials are one of
the most talked about, analyzed, and criticized generations.

Short on Attention, Long


on Ambition
Weve all heard groans when training and
development are mentioned. The good
news is youre far less likely to hear them
from millennials. According to a study by
PricewaterhouseCoopers, millennials rated
training and development as the most highly
valued employee benefit. In fact, training and
development outranked cash bonuses by a
whopping 300 percent.

Employees who actually want to be a part of your


training and development program as a way to
better themselves as a part of the company Driven to take the workplace
thats refreshing, right?
by storm in skills, not just
Millennials have a mindset of continuous numbers, millennials rank
learning, says Jeff Weber, vice president of
leadership, public speaking,
people and places at Instructure. Once they
have a college degree or certification, what self-confidence building, and
can they learn or achieve next? They dont team management as their
necessarily need to go earn a masters degree.
Learning for millennials can be as simple as
most desired training topics.
watching a YouTube how-to video.

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Traits of the Most Powerful and
Misunderstood Generation

Natural-Born Hustlers Having multiple jobs, even at the same time,


can be attributed to this generation coming of
(In Their Careers, Anyway) age as the economy soured in 2008 and many
Results from MTVs Generation Innovation people lost their jobs. However, it seems to be
study found millennials like to take charge of more about personal satisfaction. Seventy-eight
their careers yes thats plural. Gone are the percent of millennials surveyed by MTV said
days of lifelong careers millennials are the even if I have a job its important to have a side
masters of side or slash jobs, career hustlers project that could become a different career.
who dont identify with just one job. They have a
job that pays the bills (accountant) and another And unlike previous generations that sought out
one, two, or three they use as a creative outlet career destinations, millennials are job hoppers,
(graphic designer, blogger, etc.) that could lead to expecting to stay in a job for less than three
something else. years. Job hopping can lead to greater fulfillment,
which is important to this generation.

Job 1J ob 2J ob 3J ob 4

If the culture doesnt fit, theyre out.


Eightly-eight percent of millennials considered positive culture important or essential to
their job and if they dont have it at their current employer, they will look elsewhere.

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Traits of the Most Powerful and
Misunderstood Generation

Motivated by Meaning
With millennials seemingly set on side jobs and How does that translate to learning and
job hopping, its important to understand what development? What if you taught the younger
they want from their full-time employer and attorneys in your firm how to provide basic wills
their job, or they will likely leave your company through a training program and then held an
as quickly as they joined. Studies have shown event once a year where first responders in your
millennials are motivated by meaning and its community could come get their will drafted
nearly a requirement for their job. Seventy-seven for free by those associates? Get creative in
percent of millennials stated their ability to excel teaching them skills they can use both on the job
in their job is contingent upon deriving meaning and to better the lives of those around them.
from their work.

Teamwork Makes the


Dream Work
Another attribute that cannot be ignored: organization, and it is also a way to make
millennials desire to connect with others. A online courses more visual.
whopping 88 percent of millennials prefer
a collaborative work environment over a Innovation and creativity consultant Michael
competitive one. From the days of Little League Dugan says a common problem hes seen at
to college courses requiring group work, larger companies is that employees feel no
millennials have been taught that teamwork connection to management or senior leadership.
skills are necessary for success, but how do In the past, a member of senior management
you provide opportunities for collaboration and might kick off an on-site training program. How
teamwork online? do you replicate that in the online learning
environment?
Millennials want to use technology to connect
with others in ways that allow deeper more
globalized connection, giving them a sense of
community and connectedness. When building
training resources, use technology to foster
employee collaboration be it through social
networking, Skype sessions, chat forums, or
video. In a recent Cisco study of millennial
executives, 87 percent said they believe video
has a significant and positive impact on an
88% prefer collaborative
work

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Traits of the Most Powerful and
Misunderstood Generation

Leveraging Tech to
Collaborate and Connect
Theres even more opportunity in an online
environment to get across your companys
messaging to get everyone to buy in, said
Dugan. Have a video message within the online
learning environment where the CEO or another
member of senior leadership can explain why the
employee is taking a given course and how it fits
into the companys larger mission.

Beyond video, two-way video communication


(think Skype) or chat forums bring millennials
together through technology to brainstorm and
collaborate on a particular topic. Those platforms
can also be used to provide additional resources
during online learning.

If your learning management system doesnt


have integrated social opportunities create your
own. For example, created a private Facebook
group for your department where ideas can be
shared and discussed.

How Millennials Thrive: Set


the Framework, Then Set
Them Loose
Despite millennials ability to multi-task, they still To begin a training course, consider a table of
crave structure. Project instructions, assignment contents or overview section to provide a clearly
guidelines, and training courses should be defined picture, allowing millennials to quickly
clearly communicated and delivered. In particular, recognize and understand what they are about
its important to explain why training courses to work on, as well as see areas of possible
are important to the millennials job duties, be it achievement.
continuing education, learning a new skill, or a
course about company policies and procedures.

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Traits of the Most Powerful and
Misunderstood Generation

They Want Results and


They Want Them Now
Ninety-five percent of millennials are motivated by SDL, millennials check their smart phones
to work harder when they know where their work 43 times a day and emails are most likely
is going. viewed the same day, allowing for fresh course
feedback.
Your training courses should also incorporate
assessment and feedback throughout, allowing Feedback should be focused on the course,
managers to check in and address issues provide further resources, and if the company
(if there are any) in real time to maximize has the capacity, set the stage for employee
the learning process. Millennials appreciate mentoring. According to a survey by Millennial
opportunities for feedback, whether its coaching Branding and American Express, 53 percent of
or praise for a job well done. Additionally, millennials said a mentorship relationship would
incorporating this feature into a learning and help them become better and more productive
development platform can increase knowledge workers.
retention.
Once the employer has received feedback
Assessments are an important part of learning from the employee, engage another millennial
and development as they validate what the characteristic by having an in-person
employee learned while also providing feedback conversation to discuss the feedback. When
via the assessment results. The results provide discussing career plans and progress, 96
immediate feedback to the user, telling him percent of millennials want to talk face-to-face.
whether he achieved the course objectives.

At the end of a course, allow the millennials


the opportunity to provide feedback directly
within the course via a survey (for an immediate
reaction) or by following up with an email the
same day. According to a marketing survey

Instant gratification is the name


of the game.
Give them feedback the same day, if not immediately.

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Your Guide to Engaging this
Complex Generation
A recent study from Deloitte revealed more than two-thirds of millennials think its managements
job to provide them with accelerated development opportunities in order for them to stay with
their current employer. With their job-hopping mentality, thats a tall order.

Enable learning anytime, anywhere. Make it easy to learn and grow on the go with
cloud-based or mobile e-learning solutions. Allowing employees to access training
while sitting in line at the DMV, for example, caters to millennials penchant for
multi-tasking.

Make segments short and visually appealing. Millennials are social everywhere they
go, and are too busy multi-tasking to spend more than a few minutes on one topic.

Dont be anti-social. Include elements for social sharing or engaging with your
platform via Twitter, LinkedIn, Facebook, or other social networks.

A well-organized learning platform that outlines the courses available and how they
fit into a larger training or development program for employees on a given track
satisfies the need for structure and self-direction.

A training and development program that tracks successful course completion hits
on the achievement-focused nature of millennials and also provides the attention
and feedback they crave. You can even take that one stop further by opening up
your course development to those employees who have skills or expertise to share
and teach.

A well-designed training and development program can also build team


camaraderie with employees taking courses together and collaborating. If courses
are completed individually, employee cohesiveness can be built by providing
feedback to one another through the learning platform, either in a comments
section or on an internal message board.

Build regular feedback throughout the course through instant gratification, if


possible. According to a University of North Carolina study, 88 percent of millennials
said they would rather receive feedback in real time, not to mention frequent in-
person check-ins on progress.

Create a course with all of these elements for how millennials learn and live and youre on the way
to engaging the next (and largest) generation in the workplace!

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About Bridge
Bridge is a modern, sleek corporate LMS that
drives employee learning and training. Bridge
measures and improves employee sentiment,
alignment, and knowledge to support the goals
of your company. In a nutshell, it gets everyone
the tools they need to do a great job.

Help us make this guide even better. If you have


any suggestions to improve this resource, please
contact us at info@getbridge.com

Thank you!

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