- Explain the Relevance. Human resources and management teams should contextualize training programs for their millennial employees. How will they benefit? What skills will they learn? What will those skills be useful for? Will this training benefit them personally, professionally, or both? If the training program has strong application, millennials will be motivated and more committed to the company from the start.
- Offer Soft Skills Training. While we can all agree that technical trainings are essential, you need to go further for millennial employees. They want trainings in leadership, emotional intelligence, decision-making, and other soft skills that will benefit them throughout their careers.. You might even find these skills will benefit your more senior employees too.
- Give Them Feedback. Millennials find it difficult to stay motivated if they do not receive good, constructive feedback on a regular basis. This helps them understand the company’s roadmap and assess their performance in regards to the overall objectives. Failure to provide comprehensive feedback will make the millennials feel unwanted and unessential. While it is important to acknowledge the efforts of all of your staff, it is imperative for millennial staff. Birch Higgins can help you with arranging the perfect awards to make your employees feel appreciated.
- Engage on Digital Properties. To connect with millennials, you need to communicate with them online, especially on social media platforms. An online precence makes you a more competitive employer. Check out initiatives like Workplace by Facebook to see how you can do mentorship and training using mediums that resonate with the millennials.
- Failure to Groom. Millennials tend to perform better within an organized and structured chain of commands. Set up grooming relationships to help the millennial employees evaluate their failures and success along the way. Millennials want to be the best and they consider anything that falls slightly short as a huge failure. For such competitive employees, provide them with proper grooming with regular evaluation and feedback from management. This will help them calm their nerves and set realistic expectations—progress does not come instantaneously.
Millennials are a new breed of worker, so employers need to implement an entirely new training philosophy. As Gen X-ers leave the workforce, businesses have to adapt their training methods to suit the interests of this younger, more volatile generation. In this blog post, we will be discussing some common mistakes that companies make while training millennial employees. One thing that is special to millennials is that they are more receptive to trainings. They also have higher expectations for trainings as personal and professional growth is the cornerstone to their work-life satisfaction. Show them how the company will groom and train them from the very beginning. The trainings should be relevant to their personal and professional aspirations, and give them skills to succeed in broad categories of life. If you’re struggling to successfully onboard and retain your millennial employees, here are 5 tips for training millennial employees.