As promised, I’ve put together a video to go with the post from earlier this week regarding the 70:20:10 principle. I firmly believe that the 70:20:10 ratio can work, however thus far it is failing to deliver on its potential due to a lack of structure and resources.
I am indebted to Moovly, whose wonderful software I have utilised to create this video, and to http://www.bensound.com for the wonderful backing music. As always, I appreciate any and all feedback, hope that you enjoy the video, and invite you to share it if you feel that it suits your needs.
With the traditionalists and boomers leaving the workforce to retire, the time has come to look beyond Gen X to the increasing numbers of Millennials in the workplace. The problem for businesses is that Millennials are not going to adapt to the workforce as it stands in the same way that Gen X has been mostly happy to do. Millennials demand that the workplace change to meet their needs and desires and when they aren’t happy they vote with their feet. This means that future business success is going to depend on each organisation’s ability to utilise effective performance management to engage staff and fill skill and knowledge gaps that appear when key staff members either move on or retire. A robust talent strategy building effective leadership pipelines at all levels of an organisation will further future-proof against the uncertainty that businesses are bracing for in a highly competitive global marketplace. For more information on building a better performance management system that helps to align your talent with business strategy, you can watch Performance Management: Improving on Traditional Offerings here. You can find more information on building a robust Talent Management Strategy here, and watch a video here.
With the growing increase in the number of Millennials in the workforce, and the undeniable fact that they will one day be our leaders and CEOs, it’s time to find new ways to engage and retain them, otherwise businesses will face continual talent shortages and the burden of costs to train and retrain as Millennials continually move on to greener pastures.
Future-proofing your business means finding new ways to retain your Millennial workforce
Social Learning and Millennials seem to go hand in hand. The focus on social media, communication and gamification tick all the generational stereotypes when L&D professionals try to appeal to the increasing numbers of Millennials and Post-Millennials joining the workforce. The key to success with Social Learning is to ensure that it is created on a level playing field where everyone’s expertise and ideas are valued; the tech-savvy youth of today know when they are being talked down to and when appeals for their participation lack authenticity. Remember, Millennials may have been raised in a technology obsessed world, but they are not a uniform group, no generation is, meaning that those entering the workforce in need of development need to be treated as individuals with individual development requirements and unique skill gaps. Social Learning is a highly beneficial way to identify those needs, and create a community around bridging the gaps.
For more information on Social Learning and how to get started, you can read my previous blog post here.
Social Learning and Millennials appear to be a match made in heaven!
Currently one of the hottest ideas in L&D is adapting the principles of gamification to increase engagement and participation in Learning and Development opportunities. By introducing positive and enjoyable aspects of game play, facilitators and instructional designers are finding fresh ways to inject elements like competition, ‘leveling up’, quests and rewards, as a means of enhancing educational resources, increasing learner retention, and boosting engagement and participation. This video is an excellent general talking point around the positives and pitfalls of gameification and what it’s all about.
Is your organisation using gameification? What successes have you had?
There are basics that everyone needs to have in the back of their mind before they design or deliver any learning and development resources. Without engagement, repetition and a real understanding of how the skills and knowledge provided can benefit the trainee, learning outcomes will be compromised and retention is not a given. Ensure that you don’t overlook the basics before you move on to the more complex aspects of creating best practice training materials.
The basics all L&D professionals should remember when creating content and training