Leaders: Creating Next-Generation Leaders Online

Online Learning

Leaders take note: On-demand, online learning meets employer’s needs with staying power.

Are you tapped in to win?

Generational Workforce Trends

Every generation brings a new culture with them as they enter the workforce. In order to retain the best employees, companies need to evolve with generational workforce trends.

One of the biggest new trends over the last decade is the wave of quality online education opportunities for workforce employees

One of the most promising aspects of on-demand online learning is that it addresses many training needs all at once. With its versatility, it appeals to many sectors of the workforce and at the same time its cost-effective nature appeals to company executives.

Looking at the application of on-demand online learning across the workforce population reveals interesting insight into the strengths of its staying power as a cross cultural management tool.

Understanding the Workforce Generations

The Millennials

As the Millennial Generation (born between 1981 and 2000) continue to enter the workforce, they expect the technology at work to mesh synergistically with all other areas of their professional experience.

The Millennials that were born in the 1980’s are currently in their 20’s and early 30’s and bring an intrinsic understanding of current technological trends with them to their new jobs.

In order to stay ahead of the competition, many hiring executives desire employees like the Millennials who tend to have a wider range of technology skills.

The trick is how to keep them happy.

For employers looking to retain skilled professionals at all stages of career growth, offering on-demand online learning is one important way to increase employee satisfaction. On-demand online learning is catching on in the workplace for a wide range of intriguing reasons and remains a hot business trend to watch.

While the Millennials are a growing sector of the workforce, many in the generation are still too young for full-time jobs; overall they currently make up just over 10% of the working population.

While their soft skills often requires more development and according to a recent governmental study they do have a disproportionate amount of run-ins (requiring hospitalization) with inanimate objects due to texting and walking, Millennials are nonetheless a formidable competitor for many Gen Xer’s.

Gen X

Gen X (born between 1965 and 1980) make up approximately 40% of the current workforce and are an established group of professionals mainly in mid to upper level jobs.

With the recent economic upheavals, many comfortable, stable and mid-career Gen Xers found themselves out of work and competing with recent college graduates for jobs (especially for career changers or those who needed to take a job at a lower skill level in order to gain any full time employment).

Originally entering the job market at a slow time, they find themselves sometimes torn between going out on their own and staying put.

This group of job seekers and career changers are also actively looking at online education as a way to polish off a skill set, acquire new credentials, or stay engaged in a positive learning curve while seeking further employment.

At the same time, when they do obtain a job they enjoy, they want an employer to provide ongoing development opportunities as competition for top jobs is tough and being proactive is the name of the game.

Baby Boomers

To top it all off, the Baby Boomer generation (born between 1946-1964) are not as eager to retire as previous generations. Still comprising about 45% of the workforce, many in this group lost retirement funds in the stock market crash and need to work to recover lost funds.

In addition, retirement packages may not be enough to cover increasing medical costs, and living expenses over an extended period of time, so many retirement age workers are choosing to stay employed as long as possible.

In order to bridge the gap in technology training between the newer and the more well-seasoned workers, employers are also finding on-demand online learning a cost-effective way to meet worker’s needs.

With on-demand online learning, they’re doing this in a way that allows the older employees to engage in new material at an individual pace, integrate their extensive skill set with new technology, and master new skills that are most relevant to a current job description.

Creating Win-Win Scenarios

On Demand Online Learning a Win-Win for Everyone

On-demand online learning in the work setting is great for addressing the needs of a variety of learners across generations. Investing in online learning options for workers is a cost-effective way to retain employees and meet individual needs at the same time.

Whether an employer is looking to train the sales staff on a new software platform, introduce new diversity training topics to existing employees, or engage a new team in information geared toward attaining a specific goal, online learning offers the versatility needed to make employees feel comfortable in the learning process.

Learning On The Go

Personal mobile devices make the education available nearly everywhere and at a time of day that is conducive to an individual’s personal preferences. Not only does on-demand online learning make it easier for employers to offer training to employees more effectively, it also allows a learner to engage in learning that offers the most relevance to a specific situation.

For professionals all across the age spectrum, on-demand online learning remains a powerful career development tool.

For effective leaders, on demand learning meets the needs of a diversified workforce in a fiercely competitive global marketplace making it a smart long term investment for everyone involved.

How are your skills?  Are you getting fed up constantly trying to replace quality people within your business? What are you doing to insure your team gets the best training they need to help advance their performance and interest in staying on board? I would love to hear you thoughts!


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Jason Monaghan is Specialist at Notre Dame Online Executive Education
He serves his clients with development and distribution of content strategies
Email | LinkedIn | Web 

Image Sources: bayuadhitya.files.wordpress.com

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