Different generations learn differently. And nowhere is this more apparent or more urgently felt than in learning and development (L&D) organizations.
Age really isn’t a factor in the equation when a new hire onboarding program is done correctly.
When your employees can see how their role connects them to the organization at large, they are more likely to be actively engaged and stick around.
reacHIRE, pioneer of programs that advance and retain professional women at all ages and stages, launched the Aurora Platform – a scalable and affordable platform built for companies to improve the retention and advancement of Millennial and Gen Z...
Workforce shifts are leaving organizations with a sizeable knowledge and skills gap and the dual challenge of retaining millennial employees and transferring boomer knowledge before they retire.
More than any other generation, millennials rate professional development as important. To accommodate the growing demand, savvy HR professionals are budgeting for co-learning that combines expert knowledge and peer-to-peer mentoring across companies.
When it comes to millennials, I hear it all. I hear from Gen X and baby boomers that millennials are entitled, selfish, naïve and too busy looking at their social media. I hear from millennials that their older colleagues judgmental, rigid and unfair.
The digital age has changed how we work and collaborate. The name of the soft skills game is adaptability, curiosity and cultivating new networks. The whole organization, not just its younger workers, needs to adapt.
Generation Z, the generation following millennials, has begun entering the workforce. The first generation of true “digital natives,” these young adults cannot remember a time before internet, and even remembering the time before smartphones is a...