May 19, 2020

Top tips for training the Millennial workforce

training strategies
Bizclik Editor
6 min
Top tips for training the Millennial workforce

Written by Anthony Lye, Chief Product Officer of Red Book Connect


As the saying goes, life is what happens to you while you’re looking at your smartphone. And there is some truth to it, especially when applied to Millennials and how they learn. Millennials don’t learn in classrooms anymore, and if businesses still think new hires are going to sit in a desk, open a notebook and take notes with a smile, they are in for a rude awakening.

To train Generation Y with any effectiveness, businesses must embrace mobile and social technology, and let go of outdated notions of workplace education - quickly. According to a report from UNC’s Kenan-Flagler Business School, Gen Y will make up 46 percent of the US workforce by 2020. With Baby Boomers retiring and Gen Y arriving, companies are under pressure to absorb recruits and make them productive.

SEE MORE: How to attract talented and highly motivated employees

However, businesses are struggling to bring the best out from this generation. According to a recent study from Bentley University, 68 percent of corporate recruiters say that it’s difficult for their organization to manage Millennials. In addition, the study found that 61 percent of business leaders give colleges and universities a “C” or lower on preparing recent grads for their first jobs.

In the restaurant and hospitality industries, finance and consulting, marketing and advertising, workplace training and development requires a total transformation that embraces the habits, preferences and values of Gen Y. When companies recognize that social and mobile technology empowers Millennials, rather than makes them narcissistic and unproductive, they will unlock the potential of new recruits well ahead of competitors. Here’s how:


To train Millennials, create entertaining video lessons that are no longer than three minutes. With anything much longer, you will lose your audience.

In the last year, the average length of internet videos has dropped from 6.4 minutes to 5.1 minutes, according to comScore. In 2008, Lloyds TBS Insurance also found that the average attention span has dropped from 12 minutes to 5 minutes in just 10 years. I wager this isn’t a coincidence.

Three minute videos ensure that your Gen Y audience can take it all in, and it makes your learning module far more engaging and accessible than dense text. If you need to use written content, break it into short sections with catchy headlines and bullet points.


15 years ago, people parked in front of their TVs. Now, Millennials ‘park’ anywhere they have 4G and a smartphone or tablet. If you want Gen Y to get their training done, allow them to do it during their commute to work, on the beach or at home.  

While they could sit at a designated training station at train at a specific time, Millennials focus better when they select the time and place. Plus, why pay for computers and sacrifice space to training when your recruits already have the hardware? Provide a mobile training site or app, set a deadline and let your trainees meet it on their own time, not yours.

Also, make the registration and login process extremely fast. If your employees have to fill out lots of fields or click through multiple web pages to train, they will sign in less often.

SEE MORE: How to create a positive work culture


Why do college professors now complain about Millennials who surf Facebook instead of paying attention during lecture? Well, in lectures one person does all the talking, and he or she isn’t always that interesting. Plus, tons of colleges now record lectures and let students watch from their dorm room.

So-called “Generation We” values collaboration, discussion and teamwork in education. This could be a consequence of social media or the discussion-based learning styles now popular in high schools. Either way, recognize that new recruits will put more energy into training if they can connect with co-workers. Let your trainees share content, post on a discussion board and rate learning modules.


They grew up playing Donkey Kong, they started shooting at each other when Halo came out and now they spend money to gain an advantage in ‘free’ games like Candy Crush. Millennials respond well to the imaginary worlds, point systems and digital objectives that make video and mobile games so addictive.

To get recruits motivated during training, gamify their learning experience. Allow trainees to unlock badges as they make progress, rank everyone on a public leader board and in some cases, consider offering some real prizes like gift cards, tablets or e-readers to acknowledge exceptional performance.

However, keep the focus on competition, not assessment. Gen Y sees competition as a fun road to personal development. Grading, on the other hand, feels like an imprecise relic of the education system and a poor indicator of workplace success. Gamify with points and badges, not letter grades.

SEE MORE: What should you look for in a mentor? 


Gen Y has zero tolerance for irrelevant content. Think about it: they have instant, on-demand access to billions of articles, videos, blog posts and images at almost no cost. Technology has trained them to skip whatever seems boring and irrelevant.

Using a short introduction video, image, headline or bullet points, show why each lesson or training module is worth their time. Cue your learners to think, “This is information I must know,” instead of, “I’m going to skip this if I’m not entertained in five seconds.”

It’s time that businesses stop complaining about Gen Y’s mobile-social obsession and instead use it accelerate training and develop a more effective workforce.

In the process of developing great educational modules, I recommend that companies use popular media as models. There’s a reason lots of Millennials read and watch BuzzFeed, Policy Mic and Vice while skipping out on traditional media. They are all mobile-friendly, they keep posts concise and creative, they focus on Millennial subjects and their content is designed for sharing and discussion. Business will be surprised at how engaging their training can become if they learn from popular media.

While Gen Y might benefit from complex readings, high pressure tests and rigorous class schedules, let’s pick our battles. Help Millennials acquire the knowledge and tools to do their job, and then see what they can handle.


About the author

Anthony Lye is the chief product officer at Red Book Connect and is responsible for leading product development and cloud operations for all products, which include hiring, training, scheduling, business intelligence, shift communication, loyalty programs, labor and inventory management software and tools.Red Book Connect is a global mobile technology solutions company providing innovative technology for the restaurant, retail and hospitality industries. The company delivers a comprehensive suite of customizable software designed to automate managerial challenges such as hiring, training, scheduling, business intelligence, shift communication, labor and inventory management. 

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Jun 13, 2021

Marketing matters: from IBM to Kyndryl

Kate Birch
5 min
Former CMO for IBM Americas Maria Bartolome Winans was recently named CMO for Kyndryl. Maria talks about her new role and her leadership style

Former Chief Marketing Officer for IBM Americas, and an IBM veteran of more than 25 years, Maria Bartolome Winans was recently named CMO for Kyndryl.

Prior to joining Kyndryl as Chief Marketing Officer, Maria had a 25-year career at IBM, most recently as the tech giant’s CMO where she oversaw all marketing professionals and activities across North America, Canada and Latin America. She has held senior global marketing positions in a variety of disciplines and business units across IBM, most notably strategic initiatives in Smarter Cities and Watson Customer Engagement, as well as leading teams in services, business analytics, and mobile and industry solutions. She is known for her work with teams to leverage data, analytics and cloud technologies to build deeper engagements with customers and partners.

With a passion for marketing, business and people, and a recognized expert in data-driven marketing and brand engagement, Maria talks to Business Chief about her new role, her leadership style and what success means to her.

You've recently moved from IBM to Kyndryl, joining as CMO. Tell us about this exciting new role?

I’m Chief Marketing Officer for Kyndryl, the independent company that will be created following the separation from IBM of its Managed Infrastructure Services business, expected to occur by the end of 2021. My role is to plan, develop, and execute Kyndryl's marketing and advertising initiatives. This includes building a company culture and brand identity on which we base our marketing and advertising strategy.

We have an amazing opportunity ahead at Kyndryl to create a company brand that will stand apart in the market by leading with our people first. Once we are an independent company, each Kyndryl employee will advance the vital systems that power human progress. Our people are devoted, restless, empathetic, and anticipatory – key qualities needed as we build on existing customer relationships and cultivate new ones. Our people are at the heart of this business and I am deeply hopeful and excited for our future.

What experiences have helped prepare you for this new opportunity?

I’ve had a very rich and diverse career history at IBM that has lasted 25+ years. I started out in sales but landed explored opportunities at IBM in different roles, business units, geographies, and functions. Marketing and business are my passions and I landed on Marketing because it allowed me to utilize both my left and right brain, bringing together art and science. In college, I was no tonly a business major, but an art major. I love marketing because I can leverage my extensive knowledge of business, while also being able to think openly and creatively.

The opportunities I was given during my time at IBM and my natural curiosity have led me to the path I’m on now and there’s no better next career step than a once-in-a-lifetime-opportunity to help launch a company. The core of my role at Kyndryl is to create a culture centered on our people and growing up in my career at IBM has allowed me to see first-hand how to prioritize people and ensure they are at the heart of progress in everything Kyndryl will do.

How would you describe your leadership style?

I believe that people aren't your greatest assets, they are your only assets. My platform and background for leadership has always been grounded in authenticity to who I am and centered on diversity and inclusion. I immigrated to the US from Chile when I was 10 years old and so I know the power and beauty that comes from leaning into what makes you different from other people, and that's what I want every person in my marketing organization to feel – the value in bringing their most authentic self to work every day. The way our employees feel when they show up for themselves authentically is how they will also show up for our customers, and strong relationships drive growth.

I think this is especially true in light of a world forever changed by the pandemic. Living through such an unprecedented time has reinforced that we are all humans. We can't lead or care for one another without empathy and I think leaders everywhere have been reminded of this.

What’s the best leadership advice you’ve received?

When I was growing up as an immigrant in North Carolina, I often wanted to be just like everyone else. But my mother always told me: Be unique, be memorable – you have an authentic view and experience of the world that no one else will ever have, so don't try to be anyone else but you.

What does success look like to you?

I think the concept of success is multi-faceted. From a career perspective, being in a job where you're respected and appreciated, and where you can see how your contributions are providing value by motivating your teams to be better – that's success! From a personal perspective, there is no greater accomplishment than investing in the next generation. I love mentoring younger professionals – they are the future. I want my legacy as a leader to include providing value in work culture, but also in leaving a personal impact on the lives of professionals who will carry the workforce forward. Finding a position in life with a job and company that offers me a chance at all of that is what success looks like to me.

What advice would you give to your younger self just starting out in the industry?

I've always been a naturally curious person and it's easy for me to over-commit to projects that pique my interest. I've learned over years of practice how to manage that, so to my younger self I’d say… prioritize the things that are most important, and then become amazing at those things.

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