There’s no doubt that millennials are disrupting the workforce, not only in their numbers, but also in their behaviors and attitudes about technology, work and life in general. The good news is, they’re already sold on continuous learning, ranking training and development over pay by 300 percent, according to a study by PricewaterhouseCoopers.
Much like those “Choose Your Own Adventure” books many of us enjoyed as children, where readers can pick from multiple courses of action that ultimately drive the remainder of the story, millennials want to feel in control of their own destiny in real life.
Here are seven ways your learning and engagement platform can cater to millennials’ hunger for self-directed learning:
- Go mobile or get left behind - the first step in self-directed learning is the ability to learn on their terms. Whether it’s in their PJs on a sleepless night or on the train while commuting to work, cloud and mobile-based applications empower learners to learn on their schedule.
- Provide plenty of (content) snacks - by making your content snackable, millennials are more apt to take a small bite and actually digest it between other tasks. Use mobile apps or videos that focus on bite-sized segments (five minutes or less) that can be consumed while multitasking.
- Give feedback, and fast - instant gratification is the norm among millennials, who were born with cell phones in their hands. By providing immediate (or darn close to it) feedback, you’re also providing motivation to keep on learning and maybe even compete with themselves to do even better.
- Pass the mic - give millennials a platform for sharing information and teaching their peers what they’ve learned. Empower your employees to create and share a course of their own on a given topic through learning and engagement platforms like Bridge. If you don’t feel your millennials are quite ready for their close-up, focus on creating collaborative environments where they can share and discuss topics in open forums and groups.
- Switch things up - serve up content in a variety of formats; this way millennials can let their learning style and mood guide them through learning and development. This will only complement the short attention span this generation is notorious for. Sometimes you feel like an app, sometimes you don’t.
- Set guidelines, not rules - millennials are more motivated when they know where their work is going, but that doesn’t mean they want a blueprint. Establish modules and formats that allow them to work within a specified framework, not a play-by-play blueprint.
- Cram the cloud - to satisfy this thirst for knowledge and continuous improvement, provide a constant flux of additional resources on any given topic. A resource library is a great way to cover a single topic from every angle while allowing workers to pick and choose their own curriculum or dive deeper into topics of interest on their terms.
No matter the platform or tool you use, make sure it caters to the on-demand and instant-gratification mentality this generation has grown accustomed to or get left behind.
Still want more? Check out our guide to working with millennials. You can thank us later.