The 7 Core Traits of the Millennials - Implications for Trainers

Post date: Apr 15, 2016 8:28:45 AM

As the new youth wave of Millennials, sometimes also called "Generation Next", "Echo Boomers", "Generation Tweet", arrive into the workplace in full force, corporate trainers are faced with the challenge of designing training sessions to suit their specific styles of learning. Adult learning principles which trainers normally employ while designing training, may woefully fall short of expectations of the Millennials.

Generation Millennials, according to Howe and Strauss, are those born between the years 1982 and 2000, now constituting a major chunk of present day workforce. As a generation, they share "seven core traits" which have implications for their trainers. Each one of those seven core traits may warrant slight adaptations and accommodations that trainers need to make in their training design to suit the specific learning preferences of "Gen Next".

The 7 core traits of Millennials, according to Howe and Strauss, and their implications are given:

1. They are "Special" - They see themselves as special and are convinced that their future determines their nation's future. They have been taught that they deserve praise.

Implications: Trainers need to "co-purchase" students and parents, so pitching "life plans", giving constant feedback, making available 24/ 7 learning resources, like online virtual classrooms, and organizing close supervision are advised.

1. They are "Sheltered" - Millennials are the children of "Boomers" and received "extra protected" by their parents.

Implications: Give them a safe environment and lay stress on their security. Trainers should also expect scrutiny and complaints from parents about virtually everything and must help parents understand and get around.

1. They are "Confident" - Millennial know that they will be better off than their parents and not necessarily just financially only.

Implications: Celebrate students successes. There is no need to remind them that college is hard. They expect it be. Play up organizational traditions and rituals so that they can feel a part of something larger that will help them succeed later. Give them A+ or other distinctions, because a simple A may not enthuse them too much as they are used to it.

1. They are "Conventional" - Millennials show respect for elders, easily share with their parents, believe values and beliefs should be taught.

Implications: Stress organizational "brand" and live up to it. Although they respect authority, provide them with opportunities to negotiate.

1. They are "Team Oriented" - Millennials are averse to disorder. They are not too individualistic, but like to be part of a group within a structure.

Implications: Provide many opportunities for volunteer and extracurricular activities. Avoid ongoing major projects as Millennials have short attention spans. Provide opportunities for team teaching and flexible grading.

1. They are "Pressured" - They believe that "what you do this week will affect you 5-10 years from now". "Resume building is an arms race".

Implications: Play up "life plans" and help them to maintain life work balance. Be flexible on the definition of cheating and plagiarism, because they have taught to get things done under any circumstances.

1. They are "Achieving" - Millennials set their goals early on and pursue them. They don’t want any extraneous information that is irrelevant. They want to balance what they want to do and what they need to do.

Implications: Provide them the cutting edge technology as they are tech-savvy. Keep resources available

24 /7, since they are used to constant activity and lots of work, as long as the schedules are their own.

Finally, like Gloria Steinem remarked, "we need to remember across generations that here is as much to learn as there is to teach".