Manirangan 
Training Millennials: Creating Content for the Generation Y-Staff
Training Millennials: Creating Content for the Generation Y-Staff: A new generation of youngsters referred to as Gen-y is quite different in the way they learn from the previous generations. These young men and women are required to be trained in a very different way to ensure their attention is captured and training is retrofitted to their requirements.
Because they grew up with ubiquitous connectivity and evolving mobile technology, Millennials think and act differently. They approach problems fundamentally differently thus they require an evolved learning approach.
Here are some ways to ensure the gen-y or millennial employees are approached in an organization for different training requirements.
Gen -y wants consumption of content in the short and sweet format, hence you see the exponential rise of content platforms like TikTok, Instagram, YouTube shorts and others, that’s become their way of presenting and consuming content.
How do you then capture the attention of this generation which is bombarded with a plethora of content formats?
Microlearning might be the answer.
Microlearning can satisfy the learning expectations and preferences of Millennials. Microlearning provides training in small learning units and short-term learning activities delivered in a convenient and accessible manner. Content is distributed in “microscopic” learning bursts that are typically 2-15 minutes in length.
The challenge is to leverage microlearning to deliver on-demand rich media content via desktop or a mobile device. where learners execute their learning through real-world assignments; all the while tracking their accomplishments.
Here are some great ways to design and deliver micro-learning nuggets to gen-y.
- Keep it simple and sophisticated
 Millennials also have a high expectation for technology to be simple, intuitive, and beautifully designed. Millennial training has to be beautiful. If the training content doesn’t appear to mirror what Millennials would consume regularly, they will be less likely to engage and retain the information.
Microlearning requires a shorter attention span so there is a less cognitive load on learners and information is easier to absorb, retain, and recall. Microlearning matches human brain processing capabilities (especially Millennials) which makes it a fit for today’s fast-paced and hyperconnected workplace.
- Date and easy access
The 21st-century employee is untethered. They are remote workers, bringing their devices or applications to work and finding new ways to execute work and structure their day. Training must be digitally native and mobile to be effective for the next generation of learners.
Microlearning delivers training in short intervals where learners can easily insert the training into their day-to-day lives. How and when Millennials learn is more important than what they learn because the “what” won’t matter if they never have the time or if accessing the training is over-complicated.
- Instant availability
Millennials will turn to their smartphone to find just-in-time answers to unexpected problems. Information and learning are being accessed much differently today than in years past. Deploying intelligent learning via quick how-to articles, videos, or interactive infographics where learners can pull down the content for instant application makes microlearning ideal for Millennial training.
- Community Collaboration
Most of the workplace learning happens via on-the-job interactions with teammates, managers, and in-house subject matter experts. Creating communities where Millennials can learn from experts, managers, and their peers and contribute their own experience or expertise is impactful and empowering.
When microlearning offers collaborative technology and a communal environment it helps to build relationships, diminish silos, shrink geographies, enhance personal influence, and promote sharing.
- Relevant and Relatable
The accelerated change happening at work and in business means everyone needs to commit to continuous learning. This also means that training has to be hyper-relevant to the specific and evolving challenges Millennials face at work. If the content isn’t relevant and relatable for the learner, retention, and recall of the information will suffer.
The microscopic nature of microlearning content allows for the quick creation of content and fast consumption by the learner. Creating training that addresses a relevant need and provides a solution or applications that are relatable for the learner is key to engagement.
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