Engaging workers in their 20s and 30s to stay with your company can be a challenge, but it may not be as difficult as you think.
The current generation of workers comprises 35 percent of the labor force in the United States and they’re steadily moving up through the ranks into management positions. They job-hop at least 20 times in search of job fulfillment, mobility and work-life balance, resulting in lower management retention.
The younger workforce needs to develop both soft skills and objective skills to become successful junior leaders. Soft skills like coaching, conflict management, teamwork and handling diversity and harassment are best delivered in a group setting. In fact, the 2017 “Trends in Hospitality Training & Development Study” conducted by TDN2K and the Council of Hotel and Restaurant Trainers shows that instructor-led training can reduce turnover by 16 percent.
Yet e-learning is proven effective to master objective skills like new systems, workplace safety and food sanitation to build a solid foundation of knowledge leading to career advancement. It’s a fast-paced movement in the hospitality industry and the same study shows that 44 percent of manager training is delivered through e-learning, which nets an average turnover rate of 18.3 percent for companies that offer 20 percent or more of ongoing management training through e-learning. Companies that offer no e-learning lag behind at 34.5 percent.
Create a visually interactive e-learning experience
Young workers live in a world of high-definition and role-playing; they are adept at articulately communicating their thoughts in 140 words or less. Capitalize on these strengths to engage their attention and ramp up faster. Write quick-moving training scripts using casual, juicy language; employ pixelated graphics; give them the ability to create avatars to interact with characters like robots. Do be careful: Too much flash and glitz and the purpose may get lost in production.
Offer training on mobile devices
Younger employees are one with their devices and find it difficult to be confined to long hours of training in a cubicle. To cut training time and boost effectiveness, break it up into smaller chunks and allow trainees to learn where they are most comfortable, so it doesn’t seem like such a chore.
Recognize and reward
Design e-learning that encourages workers to think about career goals and provides the means by which to obtain them. One e-learning platform incorporates a visual trophy case where supervisors reward success with ribbons for completing training, and special recognition for exceeding goals. Positive feedback motivates trainees and reinforces their desire to succeed.
Develop compelling e-learning to help your young workforce excel and transform into junior leaders that stay.