Designing Learning for Millennials

As millennials enter the workforce in staggering amounts, employers have to be prepared to accommodate their different learning styles. Millennials are known to be motivated self-learners. They are used to using technology and being connected to others during their learning events. Employers need to be ready to support this new target audience. Employers that do not do so are in for a realm of surprises!

In this article we will explore different methods of engaging this particular audience which will aide during this corporate learning transition. But first, who are Millennials?

- Born between 1981-2000

- More than 80 million people in the United States

- Consists of 41% of the United States population

- About half are currently in the workforce

1. Gamification

Millennials grew up playing on gaming systems and are known for their ability to adapt to virtual environments. Millennials are also the largest market for both gaming systems and games (hint hint employers!). This group of learners prefer highly stimulating and interactive environments in which they can participate in. 

It's estimated that over 80% of Fortune 1000 companies will be utilizing gamification elements in their learning environments over the next four years. As noted above, there is a reason employers are doing this. They realize to stimulate their growing audience changes need to be made in the delivery of training materials. If this can help ramp up the speed to proficiency for employees that are replacing retiring employees, even better! While gamification doesn't solve everything as some skills are learned via experience, it does help make learners excited.

2. On-Demand

Millennials grew up in an a "On-Demand" world where they can access anything they want virtually at anytime. If a Millennial wanted to watch a movie, they know they can go online and utilize the web to watch the movie whether it's via Netflix, Amazon or other instant streaming sites. If they want to play a game with others, they can log into their Xbox, PlayStation or other gaming device and play online with their friends. As such, Millennials want the same characteristics from their learning. 

To prepare for this, employers need to make their training available online in which Millennials can access it anytime and anyplace. While this can be time consuming for employers that don't have the infrastructure yet in place, it is highly beneficial for employers. Online courses, depending on where they are located and packaged (typically within an LMS and packaged as SCORM, Tin Can API, etc...) can provide valuable metrics for employers. It's important to think about long term!

3. Social 

Millennials grew up using various social tools such as AIM, Myspace and Facebook to communicate quickly with friends and family. 

Millennials find great value in learning in which they can interact with others in a virtual environment. These interactions can be supported using tools within a Learning Management System or even by using Web 2.0 tools such as Padlet. Social learning also benefits the employers as it's an effective way for learners to help other learners, learn! 

4. Mobile-Learning

Many Millennials have mobile phones which they virtually use for everything - from watching videos, emailing, ordering food, to even tracking their heart rate. In fact, the millennial generation owns the most cell phones out of any generation. A whooping 86% own smart phones which can be used for virtually anything. 

As a result, employers should be cognizant of designing for mobile applications as Millennials are likely to access training on their phones. For Instructional Designers this may take some more time as you have to understand the implications of scaling. Additionally, employers and ISD's need to be cognizant of what operating systems will be used by the majority of it's learners. 

5. Micro-Learning

With all the technology available for Millennials as they grew up, many tend to jump from one thing to the next. In fact, studies have shown that human attention spans have steadily decreased over the past two decades due to digital technology. As such, Millennials jump from one thing to the next unaware of various implications it may have.

Employers, understanding this, need to focus more on shorter high impact learning events. An easy way of doing so is through the use of Micro-Learning. Micro-Learning is a way of teaching learners in small informative bursts rather then a traditional approach of a lot of topics in one longer course. This method of delivery will support millennials on various levels.

6. Constant Feedback

In this on-demand world millennials are accustomed to automatic feedback, whether it be a google search, playing a game or communicating on an open social network. This generation expects the same from their learning environment.

Employers courses need to let learners know whether or not they are on the right track and getting the job done. The courses also need to provide instant feedback whether or not questions are answered correctly and incorrectly to avoid the learner thinking about it rather then pay attention to possible new material. This is a delicate balance.  

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