We recently surveyed learners to understand what they need from their employer to be happy and productive. We wanted to get to the real reason why some people don’t go for a promotion or contribute ideas. Is it because they just aren’t engaged or is there something much deeper than this?
The group of respondents fell into the early 20s to mid 30s age range, were in their first or second job, all had an eye on their personal development and came from a broad set of backgrounds, from solicitors to engineers, HR, marketers and customer service.
It was immediately clear that even if they had a clear career path, there were still factors that were getting in the way of making an impact right from the start.
The findings, available in our whitepaper, revealed some insights as to why some people development projects aren’t quite hitting the mark. You can download it here.
Here are three ways to engage this type of learner and increase engagement rates:
They need the solution at the point of pain
When we talk about the on-demand learning generation, we’re talking about those people who will binge a complete series on Netflix, search for a recipe on YouTube, and use their phone to order a takeaway.
They expect to get an answer or a result there and then.
And this goes for learning. Why should this be any different?
These learners tell us that in the pursuit of wanting to be a productive employee they need answers to challenges they’re facing in the workplace.
They won’t wait around for a few weeks whilst a course is created by L&D or People teams. They need access to instant answers on topics in a way that they’ll engage with.
The topics they want to watch with are changing
There’s been a big change in the nature of the questions posed to Careercake, particularly as these learners start a new job or are promoted. The focus now is around overcoming the first experiences.
These are typical questions that are posed to us by our viewers:
“I don’t agree with something my boss said, do I say something?”
“I’m too scared to use the phone in an open plan office, I think I’ll look stupid”
“My boss said no to my idea, what next?”
A lot of people are searching for the answers to the real life situations that they don’t feel like they are prepared for. They are too afraid to ask their employer for help with, for fear of looking like they can’t do the job.
It was when we asked why they were asking these types of questions, only 24% strongly agreed that they felt confident in their performance at work.
Conflict in the workplace
When we spoke further it was a common issue for businesses to have conflict between different generations of workers. We don’t mean age rather, tenure. This was particularly evident in businesses that are scaling quickly and, as a result, the makeup of the workforce is changing.
For example, those respondents in a business undergoing growth felt as though they are perceived as challenging to work with but really, they just want to be heard.
“They won’t take me seriously”
“They think I am a nuisance because I want a laptop”
“I don’t want perks such as fruit or early-finish Fridays, I want my boss to listen to my ideas”
They need authenticity
What’s turning learners off from people development and l&d?
57% of them told us they want content that’s authentic. By this we mean they want topics delivered in a human way, by someone who’s gone through the experience the end user is trying to work through.
When discussing real topics they told us they want more story-telling and ways to apply learnings to their own situations. Fake screens and cartoons are not cutting it.
They are very forgiving: if the presenter stumbles their words or isn’t that clear, it’s okay. They prefer authenticity over scripted answers anyday.
To learn more about the challenges facing this type of worker and to understand what they want from L&D download the whitepaper: Millennials in the Workplace.
How well are you engaging with your people?
Careercake has created this guide to give you the insights to understand their needs and work out if your people engagement approach is hitting the mark.Download guide