One in three jobs in America are held by a Millennial, but that number is probably low compared to your store's staff. Student workers make up a considerable portion of the college retail workforce, so are you making sure your training is tailored to that generations' unique desires and skill sets? If the training you give new employees hasn't changed in a few decades, Forbes staff writer Natalie Sportelli thinks it might be time for a switch. If you're making any of these mistakes, don't worry — they're easy fixes, and can have a big positive impact on how well your Millennial staffers perform. See the full story here.
Through providing leadership counseling services to companies and small businesses, Paul DePalma, CEO of Adept Performance Systems, has seen the most common mistakes they make while training millennial employees. “This generation has higher expectations for training,” says DePalma. “It’s important for organizations to adapt training for their people, and one of the keys in adapting training to the millennial generation is suiting it to their learning style.”
DePalma says that millennials tend perform better in the long term if they see how their training can benefit them from the very beginning. “In order for their training to have an impact, it has to be tied to relevance and practicality,” DePalma explains. “Millennials want to know how it’s going to impact them and their career and also, altruistically, society in general.”
Adept Performance Systems recently revealed the top five mistakes they see companies make while training millennial employees:
Failure to coach
Millennials perform well within a structured chain of command, so setting up a coaching relationship can help them evaluate their successes and failures along the way. “For millennials there is a certain extent of desire to be the best and anything that falls short of that is a huge failure,” says DePalma. Coaching and mentorship can help trainees learn that progress can’t come immediately and they won’t sit in a corner office on their second day of work.
Leaving out a digital component
“This generation is interested in connecting and communicating everything they’re doing on Facebook and online, so it’s important that training programs can relate to that.” Because millennials are digital savvy, training programs should be sure to feature integrated technology for instruction.
Providing little feedback
Millennials want to know if they’re doing a good job. “They want to know what the roadmap is and get feedback,” says DePalma. “Research shows that millennials want more feedback than other generations.”