Forbes’ 30 Under 30 List once again features several millennial leaders in learning and development.
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Instead of complaining and seeing millennials as an issue, let’s see them in a new context: Millennials are merely a representation of a world we cannot un-invent – the world of digital.
For years, employers have faced a troubling lack of preparedness among college graduates entering the workforce. Now, it’s apparent that the real issue – one that is true for more than young professionals – is incompetence.
With a multigenerational workforce, the approach to training is as important as training itself.
Combine their thirst for learning with the competition to entice and retain millennial talent, and you have the perfect recipe for learning and development teams to shine and be the heroes of your organization.
Millennials are the largest generation in history, but in most organizations, the leadership development of millennials still isn’t considered a priority.
Organizations that can successfully shape and sustain a collaborative, developmental culture of voice will have the highest likelihood of retaining millennials.
Today’s workforce is on the move. Between flexible hours, remote employees and global teams, organizations need extra bandwidth to go the distance and meet the training needs of a dispersed workforce.
Live, candid feedback, similar to the in-game adjustments athletes give each other, is most useful when helping someone to adapt, adjust and grow.
Organizations that learn to hack the millennial brain can enhance the effectiveness of their workplace training and increase millennial engagement and retention.