MDA Training

Tag: Graduate Development

  • 3 ways in which your graduate training programme can assimilate new hires more effectively into your workforce

    3 ways in which your graduate training programme can assimilate new hires more effectively into your workforce

    Following the life-shaping experience of university, many graduates find beginning their first job daunting. Effective graduate training can help to ease doubts.

    From new environments to alien management systems, graduate training programmes can support both the new employees in learning the ropes and also allow the existing teams and management to get to know the new recruits. By constructing a programme that optimises the way in which younger employees learn, they will engage with their new roles easily.

    Building core skills

    Although many graduates leave university with a wealth of knowledge gained from work placements and their three-year stint in lectures, seminars and absorbing a bounty of information, they often lack ‘core skills.’

    In the past few years, hiring managers have noted a decline in the number of graduates entering the workforce with the ability to tackle problem-solving, work effectively within a team, establish an understanding of business and customer awareness, apply numeracy and literacy skills to their role, all while behaving with a positive attitude.

    Through measuring and building any missing core skills during a graduate training programme, managers can ensure that their workforce is equipped with the essential skills required to succeed and support the business. Training should not cease once a course has been completed, with management reinforcing the teachings through further on-the-job learning and continuous development.

    Communication

    Hiring managers have expressed concern over recent batches of graduates entering the workforce, who are lacking in communication skills. These essential skills are required to build relationships and progress their career, alongside supporting company goals. The communications skills gap also involves a large portion of graduates unable or uncomfortable with public speaking and many lacking in writing proficiency skills. Graduate training programmes can be utilised at the beginning of a career to ensure that new hires can progress and become a valued asset to their business.

    Where entering a workforce, or any industry, communication is considered basic skills which should be mastered prior to dealing with stakeholders as a representative of the company and even internally where information needs to be transferred effectively and clearly. Through graduate training programmes, a business can establish its expectancy of their recent hires. These initial training sessions should also incorporate skills gap analysis to ensure that those who currently are not at the expected level of communication, can set goals and means of achieving them, throughout their first initial period in the company.

    Remove outdated processes

    In early 2017, Intern Tech commissioned research of 2,000 UK adults, to identify how the system is potentially failing students and businesses. With a high number of universities falling beyond the expectancy of their students through failure to update course content and incorporate modern practices and technology into their curriculum.

    With over 6 million graduates in the UK, considering their degree courses as ‘outdated’ in line with the present job-market, businesses now more than ever will need to provide more succinct graduate training programmes to optimise their workforce.

    The survey further revealed that over a third of UK university graduates have had to pay for further qualifications to align their skill sets and knowledge with those required by their industry. For companies to appear overall more attractive and empower their workforce, they must implement graduate training programmes that equip valuable skills to their graduates.

    How do graduate training programmes support assimilation?

    Through increasing the knowledge that your newly hired recruits have, they will likely exert an overall increased confidence in their role. They will likely need less support from fellow team members which will allow a more productive workforce to flourish, teamed with the building blocks for future skills, propelling them forward in their career. Moreover, if line managers do not need to start from scratch, with skills training, when a new graduate is recruited, their overall workload and productivity will also be less affected, allowing the business to run as usual.

    Finally, graduate training programmes start everyone off on the same footing. It allows the entry-level workforce to possess the same skills and ensure they are not discouraged by others who have alternative skill sets. Building basic core skills will also support to close the skills gap created by Brexit and allow for businesses to experience less of a ripple effect, caused by the referendum.

    FOR GRADUATE TRAINING PROGRAMMES THAT WORK TO ASSIMILATE NEW HIRES INTO THE WORKPLACE, CONTACT MDA TRAINING TODAY.

  • Can your graduate training support the development of managers?

    Can your graduate training support the development of managers?

    Graduate training can be used as the initial building blocks for developing relationships amongst the junior level employees and management.

    Too often, management and employees are not on the same page when it comes to internal relationships. Many feel that relationships are often either strained or non-existent, which in turn can affect employee retention and job satisfaction amongst the workforce. By taking the time during graduate training to build a rapport between those in management and new hires, the overall development of employees at all levels can improve.

    Relationship building within graduate training

    A recent survey conducted across over 2000 respondents, revealed that management relationships are key to your employees’ job satisfaction. Many stated that transparency, approachability, and honesty all determine the effectiveness of management, with trust in their direct line managers vital to job satisfaction for 93% of those surveyed.

    Moreover, over half of employees who responded to the survey noted that they would often fail to perform as well in work if they weren’t satisfied. With such high importance placed on upon job satisfaction and the direct correlation with ROI and productivity, it is critical for relationship building to form a core part of graduate training programmes.

    Where new employees are confident in communicating with their senior management, there are often fewer barriers to innovation and idea sharing. With strength-based performance conversations proving to motivate employees, managers can nurture employees and focus on building on these skills rather than highlighting weakness. Research suggests that the results of working in a strength-focused workplace yields an overall improved mindset, boosted employee performance, increased job satisfaction and heightened development of teams.

    Building future managers through graduate training

    Not only does graduate training offer the opportunity for new employees to build relationships with their managers, but also allows businesses to promote healthy channels of communications at an early stage.

    Through implementing the desired skill sets that may be missing in current management, during the graduate training processes, future managers will progress to senior roles whilst building good relationships internally and supporting the act of open communication throughout their career.

    Graduate training can also focus on learning and developing the optimum way to communicate with teams and management. It can present opportunities to assess current approaches to performance management, including determining how company culture might also be affecting productivity. With an outside perspective, new employees can also offer valuable insights into ways to change and grow your business, and even implementing this throughout their career with your company.

    WANT TO KNOW MORE ABOUT GRADUATE TRAINING PROGRAMMES THAT CAN DEVELOP THE SKILLS OF YOUR EMPLOYEES? CONTACT MDA TRAINING TODAY.

  • How can graduate training support in bridging the skills gap created by Brexit?

    How can graduate training support in bridging the skills gap created by Brexit?

    Brexit has left many businesses with questions surrounding the issues of a dwindling workforce and a growing skills gap.

    Ahead of the UK’s withdrawal from the EU, companies must decide on how best to manage the skills gap in their workforces, primarily through improved graduate training processes. By investing in graduate employees and taking the time to discover talented young individuals that will drive the business forward, long term security can be ensured.

    What is the skills gap?

    The skills gap is a shortage of abilities and knowledge required by employers, that is not possessed by the majority of workers. The current skills gap has been assumed to be partly as a result of the Brexit referendum decision. A report by Deloitte stated that “47% of skilled European workers are expected to leave Britain over the next five years.” This is primarily due to being as a result of not feeling welcome and their ability to now earn an equal or better salary elsewhere. With the skills gap created by Brexit, it is looking to cost the UK around £90 billion if businesses are unable to address the issue.

    The Local Government Association (LGA) estimates that by 2024 there will be more than 4 million too few skilled people to meet the demand for high skilled jobs. Therefore it is imperative that UK businesses look to incorporate methods, such as graduate training, that will help teach the necessary skills to new recruits, in conjunction with optimising their existing skill sets.

    What is graduate training?

    The increasing number of graduates in the UK creates a vast collection of highly educated individuals available to recruit. Although graduates may lack specific practical or work-based skills, they do possess the higher education and the ability to absorb large amounts of information quickly, that will allow for the desired skill sets to be easily taught.

    Graduate training allows for business to evaluate the existing skill set of new employees. Subsequently, this can be used to identify the specific skills gap and create a bespoke training course.  

    What benefits does graduate training offer?

    The benefit of training new graduates lies in their little commercial or business experience. This means that they enter the workplace and graduate training as a blank canvas, allowing them to be developed in alignment with the business’ values, alongside their organisational and leadership methods.

    Additionally, the lack of education they receive in commercial processes allows them to approach skills with a new set of eyes. Contributing new ideas and perspectives to approaching roles and common issues through their existing knowledge, can be revealed through graduate training programmes.

    Utilising the graduate training can also lead to lower overhead for recruitment. As internal skill sets of companies grow through, the skills can be passed onto new starters, creating a loop of internal learning. Consequently, businesses will be able to look internally for future promotions and vacancies as they will be confident of their staff’s skill sets.

    Employer spending on training in the UK is over £6 billion less per employee per year than the EU average. The influx of graduate training programmes will support in increasing the skill set of the UK’s workforce while simultaneously improving the nation’s competitivity of labour.  

    FOR MORE INFORMATION ON BESPOKE GRADUATE TRAINING PROGRAMMES, CONTACT MDA TODAY.

  • How can graduate training be used to prevent banking analysts from making mistakes during the first few weeks of their career?

    How can graduate training be used to prevent banking analysts from making mistakes during the first few weeks of their career?

    Graduate training is the ideal way to set the bar for quality, induct new employees into your business and ensure that they have the tools to perform efficiently in their new role.

    For many new banking analysts, the first month can be the hardest and often makes or breaks a fresh employee. Graduate training can continue to support your new employees through their new career journey by offering advice and guidance alongside skill development.

    Managing competitiveness

    For many new analysts, they may feel the need to prove themselves by getting ahead of their peers. Although healthy competition and drive are both excellent attributes to have, the first few months of a new banking analysts role should be focused on training and sharing knowledge to fuel improvement. It is critical to encourage your new employees to utilise their graduate training to support one another through sharing experiences and key learnings.

    Time management

    Many new banking analysts are prone to overworking and allowing long hours to take over. Although this demonstrates a self-driven and motivated worker, it can prove to be detrimental to health and can ultimately cause a burnout.

    During your initial graduate training and introductions, it is vital to teach your newly hired employees how to manage their time, but also know when to stop and take time away from their desk. Achieving a good work-life balance is key to a healthy and happy employee.

    Additionally, after spending time at university, many graduates may find themselves struggling to get up earlier than they were previously used to. Graduate training providers must include the importance of being punctual within their programmes, as a basic skill for employees to grasp.

    Taking the initiative

    While asking questions is important, and at the core of learning, sometimes graduates will be expected to take the initiative and figure out the solution to problems on their own or amongst themselves and their peers.

    Learning through doing can be incredibly effective, therefore incorporating experiential simulations into your graduate training programme will encourage your new employees to find their solutions and learn from experiences.

    Getting the basics right

    The review process is critical, particularly while your new employees are still learning the basic skills required to complete their role.

    Reviewing work, printing out documents and spending a little more time on delivering work that is correct within the first couple of months of employment, will help to set a precedent for the rest of their career.

    Working quickly is important, however, if all of the work is incorrect or riddled with errors, it will cost the company vital time and money to amend it.

    Basic knowledge and skills can also include ensuring that dress attire is appropriate and conforms to corporate regulations, maintaining good relationships with management and being respectful of those in authoritative positions.

    Graduate training should aim to incorporate all of the above elements to ensure that new employees find themselves comfortable and confident in their new role and able to deliver their work to a high quality.

    FOR MORE INFORMATION ON THE GRADUATE TRAINING PROGRAMMES WE PROVIDE FOR EMPLOYEES IN THE BANKING SECTOR, CONTACT MDA TODAY.

  • Graduate training programmes for mid-life career changers

    Graduate training programmes for mid-life career changers

    Graduate training programmes are often designed for university leavers who are entering their first full-time job.

    However, with an evolving set of industries, with some becoming obsolete as quickly as new ones grow, many of those who are midway through their careers might find themselves looking for or thrust into a new opportunity. This could include retraining, or even taking a university course to learn a new set of skills or modernise their knowledge.

    For businesses, this means creating graduate training programmes that are not only suitable for the younger generation but also tailored to mature audiences, who may have alternative requirements or preferred ways of learning.

    Graduate training that is adaptable

    Although there aren’t vast differences from training a 21-year-old compared to training a 51-year-old, businesses should be aware of how these different generations prefer to learn.

    While millennials are typically associated with preferring to use technology and work alone, mature employees may feel more confident to work in groups and have the ability to discuss topics of training with one another to reach conclusions.

    Equally, older generations may experience less confidence when it comes to working using technology, therefore working together might add an extra level of support to their graduate training experience.

    Bespoke graduate training programmes can be created with a mixture of demographic attributes in mind, which not only ensure that both younger and more mature audiences can effectively understand and learn but also makes the material accessible to everyone, to allow for any eventuality and ensure inclusion.

    Graduate training not only needs to include commercial and workplace skills learning, but it also needs to realign existing knowledge gained through university degrees or courses in order for employees to make use of this in their new role.

    Adapting the delivery of graduate training

    When businesses consider mid-life career-changers and mature workers reentering the workforce, it is important to determine the confidence levels of your new employees when it comes to working with computers, smartphones and tablets.

    For some, this may come naturally and confidence levels may be equal to their younger peers, for others they may need a little extra help.

    Additional optional elements within graduate training, such as how to effectively use technology for a role or how to get the most out of using a computer, may increase confidence levels, particularly in mature employees.

    There should also be a consideration for those who may not have access to such technology in their home life or in previous roles, this should strive to ensure all employees have the same opportunities regardless of background.

    Teachers could also bridge these gaps and promote team building through pairing graduate trainees up with a counterpart, who has an opposite skillset or level to them. This can support group learning, promote teamwork and build working relationships.

    FOR MORE INFORMATION ON GRADUATE TRAINING PROGRAMMES TO SUPPORT MID-LIFE CAREER CHANGES, CONTACT MDA TODAY.

  • Do banks need to offer further graduate training and incentives to attract new talent?

    Do banks need to offer further graduate training and incentives to attract new talent?

    Recent shifts in graduate employment figures suggest that they are no longer as interested in pursuing careers in the banking sector, compared to previous alumni.

    Socially conscious graduates are less concerned with working in multinational banking firms, with a considerable decline in those who pursue a career primarily to obtain a large wage packet at the end of the month.

    Instead, we are seeing the younger generations chasing careers that motivate them in other ways, including participating in social change. Graduate training programmes need to be rethought and revamped to ensure that young professionals are drawn to the industry to secure the future of the sector.

    The banks or the graduates – who needs to change?

    It could be argued that in order for banking sectors to continue to retain and attract skilled graduates they need to make changes to the way in which they are presented in the media and online, alongside building more focus on their corporate social responsibility efforts.

    Equally, they may have to identify alternative ways to encourage graduates to enter the banking sector, such as attractive graduate training packages.

    If banks are able to offer the ability for university leavers to visualise how they can make a difference to the sector, grow their skills and the path this will take, they are overall more likely to capture their attention.

    Graduate training programmes should aim to deliver content and topics in a way that will engage the younger generations, whilst integrating real-life examples to demonstrate how their job will impact the wider world.

    Prior to the financial crash of 2008, there were a significantly higher number of university leavers entering careers in finance.

    However, recent years have lead to a more balanced distribution of graduates of all skill levels across all sectors, where previously many high achieving leavers gravitated primarily towards finance.

    With the industry now in healthier stead, companies must ensure that they are repositioning themselves to appeal to fresh talent.

    Graduate training and incentives

    From the advertising and application process to career pathway plans, banking firms must ensure that in order to more effectively attract talented university leavers, they are competing effectively with other industries.

    With the expansion of technology sectors, skilled analysts are no longer limited by their degree, with interchangeable skills highly adaptable to other highly attractive and competitive industries.

    Banks such as Barclays now try to alleviate the daunting ordeal that is a job interview by offering all graduates – not only their own applicants – free accommodations for distance job interviews. The only stipulations are that the job interviews must be in the listed cities, which include Birmingham, Manchester, and London.

    This incentive allows cash-strapped graduates the ability to alleviate additional pressure on them caused by financial worries. The banking provider is offering two free nights accommodation in order to deter graduates from turning down job interviews due to financial constraints.

    For many of those entering the workforce, the fear of landing a stagnant job with few prospects can deter them from applying for roles in particular industries. Job advertisements must be explicitly clear to promote their graduate training programmes and how these will shape their future careers.

    Offering examples of how graduate training can reshape existing skills to succeed in the banking and finance industry can assist potential applicants in making a decision about their future.

    Finally, many graduates looking to enter financial and banking are failing to obtain roles in areas offering the most opportunities, such as London, due to the sheer living costs associated with residing in the capital.

    With this in mind, the industry either needs to adjust salaries accordingly with the areas, provide the tools to help graduates progress at an accelerated rate to increase their pay or find alternatives such as travel incentives to living costs subsidies.

    FOR MORE INFORMATION ON THE GRADUATE TRAINING PROGRAMMES WE PROVIDE FOR THE BANKING SECTOR, CONTACT MDA TRAINING TODAY.

  • How can university partnerships support the growth of graduate training programmes?

    How can university partnerships support the growth of graduate training programmes?

    Acquiring the best talent can pose a serious concern, every year, for businesses worldwide. Even after sourcing and hiring fresh talent, the question of how to effectively approach graduate training is always looming.

    With the cost of degrees soaring, more universities are now looking to form partnerships with external brands and companies to provide their graduates with clear career paths, following graduation.

    Businesses must meet the expectations of graduates to attract the right kind of recruits, matching people to their company by identifying cultural and personality matches. So how can forming a partnership with a university benefit your recruitment and graduate training strategies? 

    Forming a brand partnership with a university

    It’s often put upon student unions to arrange and negotiate commercial relationships with brands, however, if companies are prepared to take a more proactive approach, they will be able to source the most relevant and highly skilled talent.

    Removing the process of waiting for a university to potentially get in contact with you, can ensure that your brand is at the forefront of their decision making alongside utilising the relationship to plan the most effective methods and content to deliver graduate training.

    The relationship is beneficial to both the university and the brand, offering a USP to the university, providing them with links to industry and the eas of which they can arrange placement opportunities.

    Brands benefit from this whereby they can utilise the university’s resources, form relationships with existing students to encourage future employment opportunities and ensure that they are never falling short of incoming graduate talent.

    A skills match strategy, allows brands to work with the university counterparts on specially designed projects, which will aim to define shared agendas as well as build experience for graduates. Simulation projects can help a company determine the skills gaps within the current undergraduates, this can then be applied to ensure that graduate training programmes aim to close these gaps. These are also great opportunities for a student to understand the types of work they can expect from working with your business, which can drive enthusiasm and a desire to work with your brand.

    How can university partnerships help shape your graduate training?

    University partnerships can offer valuable insights into the current undergraduates within a particular university. By picking a university which specialises in your industry, you open your business up to receiving the first choice of the new graduate talent, at the end of the final semester.

    Not only are university partnerships ideal for sourcing and obtaining excellent graduate talent, but they can also build opportunities to identify areas that are not covered in the curriculum that is essential to succeeding in your industry or business. Your graduate training programme can then detail ways in which to bridge these gaps.

    Furthermore, your graduate training scheme can be rolled out and tested on prospective employees before their graduation. This was you can obtain feedback and advice on how to best implement your activities and obtain the desired objectives.

    Finally, graduate training schemes can be tailored to particular types of people, with their considerations taken into account. Securing candidates before their graduation will allow them to visit and become assimilated with their new workplace before starting, It will also offer your business the opportunity to assess their independent needs and requirements and decipher if your graduate training programmes need adapting to ensure optimum effectiveness and accessibility.

    FOR BESPOKE GRADUATE TRAINING PROGRAMMES THAT DEVELOP THE SKILLS OF YOUR NEW HIRES, CONTACT MDA TODAY.

  • Should personality tests be used to source talent and determine graduate training programmes?

    Should personality tests be used to source talent and determine graduate training programmes?

    Personality tests have recently lead to a further enquiry into whether they are the most beneficial way to source talent and, through incorporation into graduate training, evoke innovation once recruitment is complete.

    Companies like Reebok and Airbnb are turning to personality tests to find the ideal talent to build the next generation of their workforce, moving away from traditional recruitment and graduate training methods. But how can personality tests help and how can these be incorporated into graduate training strategies?

    How do personality tests work for recruitment?

    Personality tests use machine learning and predictive analytics, to help predict the success capability of a candidate. Using answers submitted by the candidate during a short online test, a company can measure a number of personality traits, such as rigour, polish, ownership, grit, impact, teamwork, and curiosity.

    The results are then matched up to those set out internally, in order to understand how an individual’s qualities would align with that of an organisation.

    The personality test method aims to streamline a process that can cost a company thousands in HR time and money.

    When it comes to businesses that receive hundreds of applicants for a single role, this automated process can remove a considerable amount of the legwork.

    Using auto response to applications or implementing personality tests as part of the application, HR can syphon out huge numbers of people who are simply not suitable.

    This system can prove to be more successful than ruling people out simply because of their working experience, education or grades, due to the high numbers of diverse and talented individuals that this immediately removes from the mix.

    How can personality tests help businesses plan graduate training strategies?

    Using personality tests can help to ensure that you do not rule out candidates due to their grades, background or education, but can also be implemented within graduate training programmes to test your employee’s reactions to particular scenarios or problems.

    Alternatively, some employers chose to use psychometric tests alongside other testing methods such as numerical reasoning, verbal, abstract and logical reasoning tests, that, when combined, offer a clear indication of skill levels and capabilities.

    Specific industries may choose to use further testing methods to build their graduate training strategies, including the use of inductive reasoning for STEM subjects and deductive reasoning testing for determining how candidates will react to set specific cases or scenarios.

    These tests are often incorporated into graduate training programmes with the aim to push candidates to develop new methods of problems solving, move beyond their current knowledge and strive for innovative solutions.

    There are a huge number of personality and capability tests that are available to employers to use to determine a candidate’s suitability for a role or incorporate into graduate training programmes. Ongoing testing can ensure that your new workforce remains innovative and consistently strive for better, whilst determining if changes need to be made to ensure that your company and workforce work together harmoniously.

    FOR BESPOKE GRADUATE TRAINING PROGRAMMES TO SUIT YOUR LEARNING NEEDS, CONTACT MDA TRAINING TODAY.

  • How offering graduate training programmes can benefit your company

    How offering graduate training programmes can benefit your company

    With many people set to graduate over the next couple of months, now is a great time to think about graduate training programmes.

    A graduate training programme is a structured programme that combines working and training. The training usually lasts anywhere between 3 months to 3 years and after this time, graduates can be offered a permanent position.

    Offering graduate training programmes can benefit your company in numerous ways, here’s why…

    Ready to mould

    Graduates are fresh out of university, meaning they are ready to be moulded into your perfect employee. Graduates are new to the workforce, meaning they are unlikely to have a firm working style. Therefore they are adaptable, with graduate training schemes, you can teach them the exact skills that are needed for the role. They can become just what you need, unlike hiring older employees.

    Succession planning

    Graduates often have a long-term plan to stay with a company, usually, they want to be on a graduate training programme to begin their career path, not just have a standard job.

    A successful succession plan places importance on planning for a smooth change in managerial positions. Providing a career path for a graduate enables the possibility of them reaching management level within the firm and staying with your company.

    Affordable

    Graduates start off on lower salaries than those who are experienced employees. Although they are paid less initially, their potential is huge, so whilst they are on the graduate training programme it is reasonable to pay them a smaller wage.

    Once they have completed the scheme they will be worth the higher wage as they have been moulded into the kind of employee you need.

    Correct placement

    Offering graduate training programmes can not only save you money, but it also gives employers the opportunity to figure out where the graduate fits within the firm.

    Degrees offer a broad knowledge of a subject, with graduate schemes they can better fit which department appeals to them the most, making the employee more cost-effective.

    New ideas

    In today’s society, new technologies are always being created or evolving. Usually, graduates are aware of the newest technologies and have extensive knowledge of how to use them. This means that graduates could potentially teach current employers something new.

    Additionally, with graduates having new ideas and recently taught skills, they have the ability to increase competition in teams, leading to higher productivity.

    Feedback

    Graduate training programmes offer the opportunity for companies to provide feedback to the graduate in order to make them a better employee. Although feedback can be given to anyone on any level, graduates are more likely to want to learn as they are aware of their position. This means that they can learn from their mistakes at an early stage of their career.

    Additionally, graduates are fresh from education meaning they could offer suggestions to improve certain departments, thus meaning that a company can also learn from a graduate.

    Improve brand perceptions

    Offering graduate training programmes can increase brand awareness. It makes a company appear as though they want to offer people new opportunities and are willing to put the time into training employees, meaning the brand becomes an appealing option for employment.

    FOR BESPOKE GRADUATE TRAINING PROGRAMMES THAT WILL BENEFIT YOUR BUSINESS, CONTACT MDA TRAINING TODAY.

  • Training Millennials – 5 things you need to know

    Training Millennials – 5 things you need to know

    The Millennial generation signifies a change in outlook when it comes to work, and this is reflected in their preferred learning and development methods.

    We understand that training Millennials can sometimes feel like a daunting task, even if you yourself fall into that demographic… but it’s important to remember that as of 2025, 75% of the average workforce will be made up of Millennials; and in order to continue training and developing your employees successfully, you need to embrace their way of working… or be left behind for employers that will! We’ve compiled our top 5 things you need to know when training Millennials below:

    Flexible learning is important when training millennials

    Similarly to their preference of flexible working hours and environments; flexible learning is of high importance when training millennials, meaning traditional corporate training methods don’t cut it.

    When it comes to millennials training, incorporating bite-sized learning modules known as micro-learning alongside digitally focused exercises is the best way to get them actively engaging with the training you wish to provide.

    Give your millennials the option to learn on-demand and at their own pace, but remember – alongside this less rigid approach, they expect regular feedback and are constantly looking to improve.

    Embrace technology

    Millennials are digital natives. Technology is imprinted into their daily lives, and as such, you should embrace technology as much as possible when focusing on Millennials training, with handwritten and long-winded exercises seen as both uninspiring and disengaging.

    Embracing technology also goes hand in hand with personalisation, allowing individual employees to complete tasks and components in their own preferred order and even utilise their own preferred methods, whether that be via gamification or simply mobile learning. Find out more about embracing technology within your training programmes here: [link]

    Microlearning

    The millennial generation wants information to be condensed as much as possible, and as such, when it comes to training and development, bite-sized chunks of information known as micro-learning work best.

    These short, sharp sections work perfectly alongside flexible learning, allowing them to fit training in and amongst their usual daily tasks and hobbies, rather than blocking out hours at a time.

    Continuous training

    There’s a common misconception that Millennials embody a feeling of entitlement within their working lives, but the truth is, they really seek continuous engagement, and that goes for training also.

    Within the Millennial generation, continuous training is of higher regard than financial gain – they are constantly looking to improve both in a personal and professional capacity.

    Encourage collaboration within millennials training

    It’s a well-known fact that Millennials prefer collaborative working environments, and the same goes for training Millennials, meaning the individual learning methods favoured by traditional corporate training programmes can prove ineffective.

    Allowing your Millennials to collaborate, knowledge share and engage with one another takes the pressure off and will open up their full potential.

    Our approach to Millennials training offers bespoke solutions to companies of any size. Contact us today and start adding value to your workforce… and business!

    FOR MORE INFORMATION ON OUR BESPOKE MILLENNIALS TRAINING COURSES, CONTACT MDA TODAY.