Improving Millennial Employment Learning: 6 Trends to Transform the Workplace

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Via Assessment Analytics|

Based on a survey done by an Assessment Analytics affiliate, the Corporate Executive Board, for millennial employment learning, 60 percent of the Learning and Development (L&D) professionals tailor their L&D practices to fit millennials’ professional development capabilities.

On the survey, it said that 65 percent of millennials believed that the most important factor in choosing a job is that, it should provide them opportunities for personal development. Moreover, if asked what their top five most important Employment Value Propositions (EVP) were, others have included professional development accounting 34 percent of the result.

While the survey is ongoing, the Corporate Executive Board was able to identify six trends in millennial learning preferences and behaviors. These are:

  • Nine percent of millennials are less confident in identifying their skills and knowledge that are essential for their jobs, as compared to other employees. That is, the managers have the responsibility to help millennials distinguish the skills needed for their current positions.
  • 18 percent of millennials prefer network learning rather than teaching new skills. Network learning is translated as “employees who work together, learn together”. Meaning, millennials are advised to have network learning conversations among their peers. However, in this type of learning, millennials are five percent less likely to ask feedback about their work.
  • 14 percent of millennials believed that finding on-the-job learning is more effective than teaching new skills. That is, the L&D should provide on-the-job learning opportunities for millennials.
  • 16 percent of millennials prefer to have manager feedback and give expression to those criticisms. Millennials like to receive constructive feedback from their managers, because of two reasons. First, it is proven effective and second, it helps them learn. This simply means that managers should be trained effectively for both intentional and consistent coaching.
  • The millennial segment and other employee segments value formal learning equally. However, millennials believed that virtual learning is more effective in teaching them new skills and knowledge.
  • Eight percent of millennials are less likely to have confidence in applying their skills and knowledge learned from the job. That is, the millennials need opportunities for applications after learning the programs.

 The Corporate Executive Board identified these six trends in millennial employee learning to help the L&D professionals differentiate their needs from other employees.