While it may seem strange that how people learn shifts with each generation, it is true. Today’s newest workers grew up with technology, altering their expectations regarding how information should be shared and presented. By understanding what makes them different, you can adjust your learning and development (L&D) programs to accommodate their needs, ensuring they get the most from the experience.
Leverage Technology
First and foremost, the smartest move you can make is to leverage technology. Since younger workers don’t need training on how to use most platforms, they can work through the program without much guidance.
Plus, it creates a level of flexibility that classroom learning can’t offer. Instead of gathering every learner together at the same time, learning can take place in intervals and at a pace that works for them. This can help keep the overall work environment productive even during training periods.
However, make sure not to focus solely on computer-based options. Around 68 percent of Millennials actually prefer smartphones and tablets to traditional laptops and desktops. By going mobile, you integrate a technology they enjoy, increasing the odds that they will be comfortable and engaged during training.
Adjust for Their Attention Span
In a world where social media is part of their day-to-day, younger workers are used to getting their information in small snippets. If you ask them to sit through a lengthy lecture, engagement is going to tumble quickly, so embracing microlearning as an effective approach is wise.
Instead of compiling everything into a single lesson, take each main point and use it to create a small module. This allows them to focus on the topic at hand and then break away, if necessary, allowing the training to mimic how they digest information during the course of their day.
Don’t Focus on Memorization
Younger generations have grown up with Google being just a click away. Since they know that they can find detailed information and facts with a few keystrokes, most of them don’t bother with memorizing trivia or data.
By understanding this tendency, you can focus on creating training that focuses on core skills and competencies that aren’t reliant on memorization, ensuring that they become more capable thinkers. Plus, you allow them to keep their minds free to focus on strategic and higher-level thinking, something that can be as beneficial to you as it is to them.
Ultimately, by understanding how your newer workers learn, you can create effective L&D programs that support their professional growth and development.
Are You Ready to Embrace Next-Gen Training?
If you are ready to make next-gen training work for you, the skilled consultants at Clarity Consultants can work with your company to create a custom solution that works for your younger workers. Contact us to discuss your L&D objectives with one of our experienced consultants today and see how our unique range of services can make building your ideal learning and development solution as simple as possible.
