Are you in charge of training multinational millennials? Here’s the research and practical tips you need to make sure you’re engaging, attracting and retaining this influential workforce.
Millennials are projected to make up 75% of the total workforce by 2025. This younger workforce has shaken up industries and challenged work cultures. In response, HR and L&D teams have needed to adapt everything from recruitment, to engagement strategies and training.
Often the differences in training requirements are attributed to the digital revolution. These younger workers are digital natives who grew up with smartphones, on-demand streaming and social media, but what are the benefits of incorporating trending technologies into your training methods and is this enough?
Attracting and retaining millennials with training
As multinational organisations know: engaging training packages attract top talent. A study by Gallup showed that 87% of millennials say professional development opportunities are very important to them in a job, but this new generation won’t sit through an old demo video in the break room. To be engaged, training has to keep their attention and mirror the content they consume themselves. Short-bursts, gamification and interactive training can keep them connected. Elearning, microlearning, app-face learning and mobile learning tools, are all popular with younger employees.
Engaging millennials means stepping away from more traditional and time-consuming training sessions. With attention spans growing shorter and busy work and personal lives – using blended and microlearning can not only help connect with the new generation but more seasoned colleagues. Offering engaging interactive content has proven to improve learning outcomes, but if you’re working with and training multinational millennials, digital formatting isn’t enough. You need to start speaking their language.
Benefits of multilingual training for a global workforce
When developing training materials, multinational organisations must consider their multinational employees – regardless of age. Even if your entire team speaks English, content translated into the employee’s native language is proven to be more effective. It also bolsters engagement with training programmes, retention of knowledge, and subsequent performance when content is translated and localised for each demographic.
When training content is localised to take cultural preferences into account, as well as language requirements, learning material becomes even more effective. In turn, your multinational millennials are not only more likely to understand the L&D content but connect with it on a deeper level. Take a look at this blog, ‘how cultural backgrounds impact L&D and elearning experiences’, for more insight into this.
Just as younger employees may be attracted to companies that actively engage with them using modern technologies and communication styles; international talent is attracted to companies that go the extra mile to localise their communications and training materials. Doing so demonstrates inclusivity and tells your team that no matter what language they speak, they’re important to the organisation.
Another key benefit of localising training materials is that it helps to unite international teams. This ensures consistency of training across different locations and provides employees with a shared experience. In turn, it makes it easier for multinational employees to work together, from both a cultural and practical point of view.
In recent years we have seen some exciting innovations in training content, it’s more engaging, personalised and interactive. Here at Comtec, we’re also making it more localised, helping training companies and Learning & Development departments deliver engaging and effective training to global employees.
If you would like to find out more about elearning and training translation and localisation, download our free guide: Foolproof Guide to translating elearning content.