Tips and Strategies to Engage Your Millennial Workforce

Globally, there is an increase in the percentage of Millennial workforce, and by 2025, it is estimated that three out of four employees would be a Millennial. This generation has grown up differently, features very distinct traits and learning styles. It comes as no surprise that they need a different learning strategy too.

In this blog, I outline who Millennials are and what are their characteristics (traits and learning styles) that would have a bearing on the required learning strategy. Then I share several tips and strategies that you can use to engage your Millennial workforce.

Who are Millennials?

Also referred as Gen Y, Millennials are people born between late 1980s and early 2000s. This is a generation of Digital natives who have grown in the world of Internet, Smartphones and Social Media.

As a result, they expect the training delivery to factor for all these and more.

What kind of learning strategy would engage your Millennial workforce?

Even in the past, L&D teams have handled generational changes leading to a need to relook or overhaul the existing training strategies. (Many of you would recall the transition from Traditional learners to Baby Boomers and then to Gen X and the corresponding impact on the training delivery).

What makes this transition more challenging is the stark difference in Gen X and Gen Y in the way they work, collaborate, interact and hence the way they want to learn.

Micro Blog - Millennials report


The table here captures the generational change very succinctly. As I move on to share some tips and best practices you can use to engage your Millennial workforce, you will see how I have used cues from Assets, Motivations and Preferred modes of communication.

What are the key behavioural traits of Millennials that should be factored for as you identify the right learning strategy?

Following are the key behavioural traits in Millennial learners that should be considered as you arrive at the learning strategy:

  1. First generation ‘Digital Natives’
  2. Tech savvy
  3. Possess strong multi-tasking capability
  4. Short attention spans
  5. Easily distracted
  6. Ambitious
  7. Need a clear and definitive goal and outcome
  8. Need recognition
  9. Need constant feedback
  10. Need flexibility

How different are  the learning styles of Millennials from those of older generations?

Here are some noteworthy considerations on the Millennial learning styles:

  1. They are keen to invest on learning as this would help them grow at work.
  2. They like to explore things by themselves rather than being told to follow a rigid learning path.
  3. They don’t like taking orders and stay away from prescriptive or preachy style of teaching.
  4. They want to be in a work environment that encourages them to voice their opinions.
  5. They don’t like to be pressured, want flexibility and seek channels to express their creativity.
  6. They seek attention and focus more on personal care.
  7. They tend to seek out only concise, relevant information and usually omit detailed supporting information.
  8. They enjoy being part of group-based activities.
  9. They enjoy active participation and experiential learning.
  10. They want rich media to visually aid their learning.
  11. They prefer to learn from real-life scenarios and experiences, as they find them easy to relate to and apply.
  12. They are very comfortable with technology and relate to interactive learning formats that involve the use of multimedia.

What are the tips that can be used to design Millennial-centric training programs?

I’ve handpicked the 10 most Millennial-centric designing tips, which are as follows:

  1. Courses must be mobile-ready (must be accessible on Tablets and Smartphones).
  2. Deliver the learning in short, bite-sized nuggets that are fun to go through.
  3. Learners must be able to access the training material within their workflow (rather than having to sign up on the LMS).
  4. Information presented in the course must be easy to go through, review, relate to, and apply.
  5. Learning outcomes should be precise and defined clearly.
  6. Deliver the learning in high-impact formats that would keep them hooked.
  7. Integrate Gamification elements to engage and motivate as well as impart ‘a sense of reward and recognition’ in learners.
  8. Leverage on Social or Collaborative Learning to foster a learning environment beyond the formal training.
  9. Offer Personalised Learning Paths so learners can have the flexibility to ‘pull’ what they want rather than be ‘pushed’ towards what you think they are supposed to learn.
  10. Give the learners opportunity to contribute by leveraging on content curation.

What are some strategies you can use to engage Millennials at your workplace?

Here is my list of 8 Millennial-centric strategies you can use to engage them at your workplace?

  1. Leverage on mLearning or Mobile Learning.
  2. Break down huge chunks of information and deliver them as Microlearning nuggets.
  3. Allow room for Personalised Learning Paths in both, Formal training as well as for Performance Support.
  4. Use Gamification elements to boost learner engagement.
  5. Use Videos and other rich media formats to deliver the learning in bite-sized nuggets.
  6. Use Social Learning with curation (as an extension to primary learning).
  7. Personalise the learning.
  8. Leverage on Wearable Tech to supplement the learning.

I hope this blog provides insights on your Millennial workforce (who they are, what makes them different, what are their characteristics and so on. I recommend you use these pointers to create an effective learning strategy that would engage them.

Need More?

Want more insights on how to design Millennial-centric eLearning courses or uplift your existing eLearning courses so they resonate with your Millennial workforce?

Schedule a call with our Solutions Architecting Team today.



eLearning Trends And Predictions For 2017

Amongst the challenges that Learning and Development teams and Learning Consultants face today, the top 2 pertaining to training would be: 1) How to increase the efficacy of training?, and 2) What learning strategies should be adopted to ensure that the learning and business mandates are met? In this article I will outline 5 tips for innovative eLearning development that will help organizations improve efficacy of training by making the learning stick.

Innovative eLearning Development

Did you know?

In 1885, Herman Ebbinghaus, a German Psychologist defined the exponential nature of forgetting. As you see from this diagram featuring the “Forgetting Curve”, we forget 80% of what we learned in 30 days!


How can we improve stickiness of learning?

By following innovative learning strategies outlined in this article, you will be able to create the required “Chain of Impact”.


How can we improve stickiness of learning?

To create the “Chain of Impact,” we need to adopt ways to ensure the learning sticks. Sticky learningis the learning that lasts over time.

This can be achieved through many approaches. One of the significant approaches is adopting learning strategies that:

    1. Focus on action (“to do” things rather than “seeing” how they should be done)
    2. Build on the current schema of the learners (draw upon what they know)
    3. Allow exploration (enable self-discovery)

5 Tips to improve stickiness of learning through innovative eLearning development

We have a range of solutions that improve learning, recall, and retention. These are rendered through our innovative eLearning development framework.

My top 5 tips are:

1. Use Gamification for learning

You can use the power of games to deliver specific learning outcomes in your learning and performance strategy. You can opt for:

    1. Overlay of a gamification concept on your content to have the whole course gamified through levels, board games, or challenges
    2. Partial Gamification of inline checks and assessments


2. Use Interactive videos (particularly for micro-learning)

Today, several options are available to convert linear videos to interactive videos that can create an immersive and engaging experience. The passivity of the videos can be overcome by providing learning interactions, knowledge checks, and feedback.


3. Use Decision-making branching simulations

You can use branching scenario simulations to move the learning process from mere knowledge acquisition to its application. These simulations can complement the scenario-based approach and should be used when learners need to deep dive into multiple related facets or handle a far more complex situation.

This approach helps learners work in a safe environment (where they can practice and also easily recover from the mistakes they may have made). They can evaluate different aspects and get a sense of what impact their choices can have.


4. Use Story based learning (Storytorials)

A proven approach, the story-based approach (Storytorial) combines the principles of Instructional Design with the compelling power of a story. The dual impact enhances the quality of learning, resulting in an immersive learning experience.

Storytorials are strung together in a fictional narrative and generally have a beginning, body and an end. While a story may have multiple plots based on the content, you need to make sure that the central theme of the story sticks to the content and avoid redundant material that has little or no contribution to make to the training.


5. Use Scenario based learning

As per ATD (Association of Talent Development), Scenario-Based Learning (SBL) is a proven method to build expertise in tasks that are unsafe or infrequent in the workplace or to build critical thinking skills.

You can use scenarios to create learning activities where learners are presented with a real life situation or problem and they must work through it to achieve their goals. Although most of these interactions help hone learners’ cognitive skills, there is always the option of adding an emotional element for greater learner engagement. An example of this would be simulating a real-life situation where every decision that the learners make has a direct bearing on themselves or their colleagues.


I hope this article featuring innovative eLearning development provides the required cues that you can practically apply to create a “learning retention and recall curve” for your organization.


6 Strategies You Can Use To Design Effective eLearning For Your Millennial Workforce

With increasing millennial workforce, organizations need to re-evaluate their existing learning strategies. In this article, I will explain 6 strategies that you can use to effectively engage and motivate your millennial workforce.

Why Do You Need A Different Learning Strategy For Your Millennial Workforce?

Of late, there has been a lot of discussion on the need for corporates to re-evaluate their existing learning strategies so that they can meaningfully engage millennial workforce.

Is there a clear business case for this? Absolutely! The percentage of Millennials in the workplace is increasing steadily and over the next 4 years, they will be a significant part of the workforce in several leading global economies. (For instance in India, over 50% of the workforce by 2020 will be Millennials).

The fact is that this generation thinks, behaves, and learns differently, and this opens up a clear need to re-evaluate your existing learning strategies to make them appealing to this profile.

Why Is The Existing Or Traditional eLearning Not Enough To Engage The Millennial Generation?

The answer to this question lies in understanding what sets the millennial generation apart (in contrast to the Baby Boomers or Generation X who respond well to traditional eLearning).

For instance, there have been reports of folks in the academia in several parts of the world being appalled at the increasing use of the SMS language (or “textspk”) in essays, exam papers, and other stuff written by students. While literature pundits are gnashing at the idea of students murdering Shakespeare with “2 b r nt 2 b”, as Learning and Development professionals, this learner attitude can give you a whole lot of food for thought.

What it tells you is that today’s learners, mostly Millennials, don’t shy away from making their non-conformity to traditional methods obvious besides taking the quick route to gaining and sharing knowledge.

To nail this challenge, we must identify the traits of Millennials, which determine how they work, collaborate, and learn. These factors need to be then incorporated in creating the learning strategy that would engage the millennial workforce and motivate them to apply this learning on the job.

What Are The Traits Of The Millennial Workforce That Impact The Learning Strategy?

Some of the key characteristics of the millennial generation are:

    • First generation “digital natives”.
      They have grown with the internet, smartphones, and the world of social media.
    • Tech savvy.
      Goes without saying, an intrinsic understanding of technology comes naturally to them.
    • Strong multi-tasking capability.
    • Are ambitious.
    • Have short attention spans.
    • Easily distracted.
    • Need a clear and definitive goal and outcome.
    • Need recognition.
    • Need constant feedback.
    • Need flexibility.

Furthermore, their learning styles show the following notable aspects:

    • They understand the value of learning to grow at work.
    • Prefer visual aids (rich media).
    • Prefer exploration (rather than a rigid learning path).
    • Want experiential data that they can relate to easily and apply (real life scenarios).
    • Relate easily to technology and online training, and respond best to interactive and engaging multimedia formats.
    • Love working in groups (collaborate and learn).
    • Bottomline: Have a desire to learn but want this to be short and fun.

Apart from these characteristics, we also need to see the key aspects that determine the learning styles of the millennial generation. Both of these would help us in defining the required learning strategies and training Millennials effectively.

What Learning Strategies Would Engage Your Millennial Workforce?

Looking at the traits of the Millennials in the workplace and their preferred learning styles, there are 6 learning strategies that are bound to work and engage Millennials. These include:

    1. Offer responsive mLearning or mobile learning.
      Researchers say that Millennials check their smartphones 43 times a day on average. As Learning and Development professionals, there’s a huge cue you can take from this millennial demeanor. You can offer them responsive mobile learning solutions and the flexibility of device to learn (from desktop/laptop to tablets or smartphones).
    2. Use microlearning.
      As pointed out earlier, Millennials have short attention spans. You can make their life a lot easier with microlearning, that is by breaking the bigger chunks of learning into snackable bites that can be taken on the go.
    3. Extend to Social learning.
      Millennials spend 5.4 hours every day on social media. Now that tells you something. You can use this inclination towards social media that they have to your advantage with social learning: Create forums and communities of practice that facilitate collaborative learning, knowledge sharing, and curation of learner created content.
    4. Engage with gamification of learning.
      How gamification of learning boosts learner engagement? Well, the Baby Boomer population would have been more than content watching Batman and Superman do their stuff on the silver screen. The typical Millennial of today wants to be the Batman himself and bash up the bad guys with the gaming console in his hand in a bid to outdo the Superman (being played by the guy with a gaming remote sharing sofa space with him). You can tap into the competitive spirit that gamification induces and offer learning that is aligned to a learning outcome while making no compromise with the fun bit.
    5. Use videos extensively and offer learning nuggets in rich media formats.
      According to a research, 72% of the millennial population turns to video-based information hubs such as YouTube for their various infotainment needs. You can leverage on the video technology, microlearning approaches, and social learning to offer high impact learning nuggets.
    6. Offer a learning path based approach.
      Rather than an intense but discrete training program, you can use a series designed as a learning path to create a journey that helps learners learn, practice, and take remediation as required. More significantly, these assets are easily available in their workflow, on the device of their choice.


These approaches will certainly appeal to your millennial workforce, engage them, and motivate them to perform better. If you have any queries or would like to see examples of how you can use them in your organization, do contact me.

Previous edition of this article was earlier published on eLearning Industry -


4 Modern or New-Age Learning Theories for Online Training

Learning Theories are frameworks that are extensively used by Instructional Designers to meet the requirements of the target audience and the situation. To do justice to this mandate, an Instructional Designer must first understand Learning Theories in order to apply them. Once they understand the strengths and weaknesses of each Learning Theory, they can optimise their use.

What is the significance of Learning Theories?

Learning Theories are essentially are established frameworks that describe how learners acquire, process and retain information during learning. Where the same information can be presented in multiple ways, Learning Theories help guide Instructional Designers in crafting effective learning solutions by:

  • Identifying the appropriate format and methodology of learning
  • Making the learning process meaningful and engaging for learners with varying learning styles

What are the key New-Age or modern Learning Theories relevant to online training or eLearning?

There are several modern Learning Theories that are used extensively to design eLearning courses. I outline 4 modern Learning Theories, as follows:

Adult Learning: The concept of adult learning was developed by Malcolm Knowles. According to him, andragogy is the art and science of how adults learn. Andragogy outlines six main assumptions about adult learners:

  1. Adult learners need to know why they are taking up a course.
  2. They have a strong desire to be considered self-directing and would therefore resist any form of forced instruction.
  3. They have varied and extensive prior experience that could both help or hinder their learning.
  4. They are ready to learn only when the learning aligns with the developmental goals they have set for themselves.
  5. They are oriented to learning that is relevant to them, in order to solve problems or handle real-life situations.
  6. Adults are motivated learners, provided they feel that the instruction is useful to them.

Action Learning: Reg Revans is the ‘father’ of action learning.

The approach links the world of learning with the world of action through a reflective process.

  • ‘Action learning sets’ are small, cooperative learning groups within which the reflective process takes place.
  • The ‘sets’ meet regularly to work on real-life issues of individuals with the aim of learning with and from each other.

Experiential Learning: Kolb proposed this four-stage learning process. This theory states that without reflection, we would simply continue to repeat our mistakes. The experiential learning cycle involves:

  1. Concrete Experience: Putting into practice
  1. Reflective Observation: Objectively analysing the outcome
  1. Abstract Conceptualisation: Reviewing your conceptual understanding
  1. Active Experimentation: Experimenting to find solutions

Facilitation theory: Carl Rogers and others have developed the theory of facilitative learning. The basis of this theory is that the educator acts as a facilitator and creates a comfortable atmosphere for the learner to consider new ideas.

As we have noted so far, Learning Theories:

  • Focus on different points of a continuum and cognitive processes
  • Check the learner’s level of task knowledge
  • Allow the designer to decide on the best suitable Learning Theory and associated strategies
  • Help make the best use of practical applications of different Learning Theories
  • Facilitate a large number of strategies to meet a variety of learning situations

Need More?

Want more insights on modern Learning Theories? Schedule a call with our Solutions Architecting Team.

The “InSight” suite of 15 online courses on Instructional Design is a testimony of our strong expertise in Instructional Design. Novices or seasoned Instructional Designers, there’s something (a lot, in fact) for everyone. The suite comprises courses on a range of topics related to Instructional Design, cutting across aspects of theory, application and emerging trends. It is a comprehensive resource on Instructional Design, designed the Creative Instructional Design way!

Check the course on Learning Theories from here.


Migration From Flash To HTML5 – Warning: You May Be Losing Money

If you are reading this, you have decided to adopt mLearning or mobile learning and are evaluating an efficient way to migrate your legacy Flash content to HTML5. Your objective is to provide enhanced flexibility and a better learning experience to your learners. However, there are several issues that you must be aware of as you move forward with migration from Flash to HTML5. Otherwise, you may be losing money in the process and might not meet the required ROI on your investment.

How To Make A Successful Migration From Flash To HTML5

In this article, I will outline what aspects you should watch out for and how the measures recommended here will help you in making a successful migration from Flash to HTML5.

Let’s begin with the two key triggers that include the need for migration and the solution. I quote these two from my earlier article 8 Tips To Convert Flash To HTML5 That Will Help Your Business.

    1. The need.
      Over the years, all of us would have created courses that predominantly used Flash for development. With increase in demand to offer mobile learning, you would have realized that Flash courses do not work on most mobile devices. As a result, you need to plan to migrate the existing legacy Flash content to HTML5.
    2. The solution.
      HTML5 supports all mobile devices (tablets and smartphones). Additionally, the more recent browsers support HTML5 enabling you to run the mobile-ready courses on desktops and laptops as well. This flexibility now allows a single build to work seamlessly across all devices starting from desktops/laptops to tablets and smartphones.

If we look at the solution, the answer to the challenge seems quite straight-forward. So why the warning that you may be losing money? Let me elaborate this further.

At EI Design we have been working on migration from Flash to HTML5 for nearly 5 years now. During this journey, as we converted several hundred hours of Flash content to HTML5, we were able to clearly identify what can potentially go wrong and what one should watch out for. To mitigate this, we established some best practices that will ensure that you avoid losing money during the migration effort.

Here is a listing of our best practices. I had covered some of these aspects in my earlier article 8 Tips To Convert Flash To HTML5 That Will Help Your Business and I am quoting extensively from there in the current context.


The success of any project is in direct proportion to the effort put in the pre-planning stage. We have noted that the success factors during this stage can be enhanced through the following four measures:

  1. Ensure readiness of supporting aspects.
    This includes browser support for HTML5, Learning Management System support for mobile learning solutions, and updates to your security policy.
  2. Draw up the priority list of courses to be converted from Flash to HTML5.
    Begin the migration exercise by picking a small number of courses, migrate, and perform a user testing for the feedback. More significantly, assess if the impact you had envisioned is being created (that is, better learning experience for the learners).
  3. Validate that all assets and prerequisites are in place.
    We often see delays (typically post the pilot phase) on account of all assets not being accounted for and accessible. Again, this must be in place and availability of assets should be in line with the migration project schedule.
  4. Understand the pros and cons (the trade-off between the punch of learning design capability that Flash offers and what HTML5 can offer).
    This is probably the most significant aspect to watch out for. The kind of user experience that HTLML5-based designs offer is different from the Flash-based approach. It is very important to understand this, identify the frames that will have a different user experience and have a clear Instructional Design support in place to map certain frames of legacy Flash courses to HTML5.


Watch out for the following three aspects:

1. Identify the need: Technology update vs. complete redesign.
As highlighted earlier, the nature of value addition sought in a course or a series can vary. You must ascertain how you should plan the migration. Some of the cues could be:

  • Recent courses.
    These may need technology uplift only (conversion to HTML5 – no Instructional Design and Visual Design enhancements).
  • Compliance courses.
    The migration cycle in compliance courses can also factor for textual updates as well as visual enhancements.
  • Legacy courses.
    You can only re-use the content and then completely re-design (both from Instructional Design and Visual Design perspectives).

2. Identify what more do you want to achieve as you craft your mobile learning strategy.
Besides providing flexibility to the learners to learn on the device of their choice, it is important to identify the other aspects you may want to address (user experience, learning experience, better retention and performance gain, and so on).

3. Identify the devices to be supported (including the testing methodology).
With the ever expanding range of options available for tablets and smartphones, there is no way you can check your HTML5 courses on all. Instead, identify the key models (for both tablets and smartphones) and have exhaustive test cases for this. During release, do caution the learners on this aspect.

Key Selections

Here you need to watch out for two crucial aspects:

1. Select adaptive vs. responsive designs.
You have two options as you begin the migration from Flash to HTML5. You can opt for:

  • Adaptive.
    These are multi-device custom mobile learning solutions that support PCs, laptops, and tablets.
  • Responsive.
    These are multi-device custom mobile learning solutions that support PCs, laptops, tablets, and smartphones.

2. Select the right authoring tool.
Selection of the right tool is a tough decision and this must be done so that it can help you deliver the gains you want to accomplish. Today, there are multiple options to choose from. Besides offering adaptive or completely responsive design capability, the tools can be further classified into rapid development (Articulate Studio 13, iSpring, Adapt, and so on) or standard mobile learning authoring tools (Adobe CS6 with CreateJS, Adobe Captivate, Trivantis Lectora, Articulate Storyline, and so on).

I hope this article will help you in an effective and efficient migration from Flash to HTML5 (without losing money). If you have any questions on how you should create your approach plan for success in this endeavor, do contact me.

You can also refer to my earlier articles on related aspects:


5 Killer Examples Of Learning Strategies To Design Corporate Training For Millennials

Ready To Design Corporate Training For Millennials? 5 Examples Of Learning Strategies To Help You

To begin with, let’s answer the following question:

Who Are Millennials?

Millennials are the generation of people born between early 1980s and early 2000s. Also known as Gen Y, they are the demographic that followed Gen X. They constitute a significant portion of the global workforce today, and are estimated to grow to occupy 3/4 of the global workforce by 2025.

Why Should You Redesign Your Learning Strategies To Factor For Millennials In Your Workforce?

With a significant presence in the global force, Millennials are a force to reckon with. Learning strategies that worked for older generations (that is, Gen X and Baby Boomers) are not likely to resonate with the Millennials.

While investment on learning is on a high priority for them, they work with different motivators, operate differently, and seek very different gains from work.

It is therefore important for L&D professionals to reassess and redesign their learning strategies to create corporate training for Millennials, by factoring where their interests lie, what puts them off, and what catches their attention, to be able to craft learning experiences that will help Millennials learn “their way”.

Why Are They important To Organizations And L&D Teams?

As the number of Millennials in the workforce increases at an exponential rate, employers and L&D teams are shifting their focus toward understanding the way Millennials lead their everyday lives, mainly because:

  • This generation has grown up differently and deserves to be treated differently.
  • Learning strategies that worked for older generations won’t appeal to Millennials.

Looking at it from a different perspective, a Millennial-centric survey conducted by EdAssist has presented some eye-opening statistics.

  • 60% of Millennials would pick a job where there’s great scope for professional development, over a high-paying job offering steady economic growth.
  • 58% expect their employers to provide them with continuous learning opportunities related to their job.

Organizations and L&D teams should create engaging corporate training for Millennials by crafting awe-inspiring learning experiences and finding the right approach to make them feel at home as they take the training. Later in this article, I share 5 such examples that will resonate with your Millennial workforce.

Why Traditional eLearning Approach Lacks The Connection To Millennials?

To find the answer to this question, we must first understand what sets the Millennial generation apart. While traditional learning suits the preferred learning style of Baby Boomers and the Gen X demographic, Millennials are not so fond of this approach.

Take a look at the generational differences in this table, and you will see why learning strategies for Millennials need to be remarkably different.

Generation difference details

What Does This Mean For Training? What Can Be Done To Make It Work?

To begin with, we need to identify their traits and learning preferences. We need to incorporate them in the learning strategy to create effective corporate training for Millennials, that would engage them, and motivate them to apply the learning on the job.

While the focus of traditional learning is on ensuring that learners are able to “remember and recall”, the focus area of Millennial-centric learning is to provide access to precise nuggets of information, and to facilitate quick application of the learning.

What Are Top 10 Tips And Strategies To Design Corporate Training For Millennials?

  1. Make the training mobile ready through mLearning or mobile learning; the training must be accessible on multiple devices, such as smartphones and tablets (besides laptops and desktops).
  2. Use microlearning to promote short, bite-sized learning that is fun to go through.
  3. Use videos extensively, and offer learning nuggets in high-impact-creating, rich media formats to keep the learners glued.
  4. Provide Performance Support Tools (PSTs), such as videos, PDFs, etc. to make the training material readily available and accessible within their workflow.
  5. Set sharp and well-defined outcomes (that resonate with the learners’ need).
  6. Extend your training to Social or Collaborative learning.
  7. Engage the learners through gamification of eLearning; this will grant them a sense of reward and recognition as they progress through and complete the training.
  8. Personalize the learning to offer learners the flexibility to “pull” what they want, rather than be “pushed” toward what they must learn – offer a learning path-based approach.
  9. Make room for learner contribution through content curation, and promote inclusive learning.
  10. Make use of wearable tech to offer PSTs.

Now, let me share 5 examples of Millennial-centric strategies that demonstrate how to engage Millennials in corporate training.

5 Examples To Engage Millennials

Take a look at this video that showcases these Millennial-centric strategies, and how you can integrate elements of gamification, personalization, microlearning, and Social Learning in corporate training for Millennials to create an engaging learning experience, and double the impact of learning.

Same details are also captured here.

1. Mobile App For Learning Offered In A Microlearning Format – Includes Gamification And Personalized Learning

We have developed a mobile app for Millennial learners who are on a path to self-discovery, and are looking to enhance their personal skills. The app, which featured principles of gamification, personalization, and microlearning, was designed to help the learners identify their strengths, mitigate their weaknesses, and thereby establish their own personal brand.

Example 1 - Mobile App for Learning offered in a Microlearning format

2. Microlearning-Based Approach To Help Learners Learn The Bite-Sized Way

We developed a series of microlearning nuggets to help tour guides of a popular zoo learn how to enhance their skills, and engage their visitors. Here, we used engaging visuals with a rich blend of several learning elements to achieve a high level of learner engagement.

Following the initial rollout of the course, the organization (the zoo) conducted a survey, which indicated that tour guides who completed the first set of nuggets received visitor ratings of whooping 8–9 on a scale of 10.

Example 2 - Microlearning-based approach

3. A Fun-Filled Learning Nugget On Human Resources Benefits

This project involved the development of a gamified portal that presented an organization’s HR policies and benefits to its employees in a fun and engaging way. The gamified course was story-based, and was split into various levels that the learners had to go through, and this introduced the element of challenge, competition, and excitement. Upon completing the levels, learners were awarded badges and points, and leaderboards were displayed, which helped promote competition and recognition, and prompted the learners to keep coming back.

Example 3 - A fun-filled learning nugget on HR Benefits

4. Content Curation Platform With Elements Of Social Learning

We have created a demo of a content curation platform, an online portal that is designed to find, group, organize, and share the most relevant content on specific topics organization-wide. The portal empowers learners to contribute to learning pathways, and build communities that promote continuous learning.

Example 4 - Content Curation platform

5. Interactive Parallax-Based Scrolling

We developed an informal microlearning nugget on data security in a responsive web-based training format. This nugget, “A date with Data Dave”, features interactive parallax-based scrolling, engaging visuals, and conversational language, which engages and takes the learner through three offices with varying levels of data security. Along the journey, the learner is provided tips and best practices to protect data.

Example 5 - Interactive Parallax-based Scrolling


I hope these 5 killer examples of Millennial-centric strategic provides you insights on creating highly effective corporate training for Millennials.

At EI Design, our practice of Millennial-centric solutions also addresses the related need for strategies that you can use to step up the engagement of your existing, traditional eLearning, so that it can engage your Millennial workforce. If you have any queries or need any specific support, do contact me at


How To Measure The ROI Of Online Training?

Today, most organizations use eLearning as a significant part of their training delivery. As traditional eLearning moves towards mobile learning or mLearning and provides learners the flexibility to learn on the device of their choice (notably tablets and smartphones), the eLearning adoption is gaining further momentum. eLearning and mobile learning provide several benefits to organizations. However, the focus is now shifting to determining its impact and the Return On Investment or ROI of online training.

Measuring The ROI Of Online Training

In this article, I will begin with a quick summary of the benefits that eLearning offers, what ROI is, and how you can measure it. I will also outline the ROI methodology we use.

What Are The Advantages Of eLearning?

I am quoting extensively from my earlier article Return Of Investment (ROI): Are You In?. This article had originally appeared in CrossKnowledge’s Learning Wire Blog. It also outlines the measures to maximize the ROI.

Over the last two decades, most organizations have made investments in eLearning primarily for the following benefits:

    • Anytime, anywhere access (on demand availability).
    • Self-paced, interactive, and more engaging learning (learner perspective).
    • Less disruptive delivery (in contrast to ILT).
    • Cost-effective (particularly when reaching out to a large audience).
    • Consistency of message and easy updating of content.
    • Easy tracking of learner progress and completion (business perspective).

While the eLearning advantages are well accepted, increasingly organizations are seeking ways and means to determine its impact on learners as well as on business. Let’s see what Return Of Investment (ROI) is and how you can assess if your eLearning or online training initiatives are generating the required ROI.

What Is ROI?

ROI is the return on investment that an organization makes (ROI = Gain or Return/Cost). It can be determined through two factors namely the Investment made (or cost incurred) and Value/Gain accrued (or return).

A successful eLearning initiative should be able to demonstrate gains that are more than the investment.

How To Determine Costs And Access Returns?

Costs are fairly easy to define and would normally include the cost of eLearning course development as well as associated costs of team members (including teams that are associated with the development process and Subject Matter Experts).

Typically, there would also be associated costs of the supporting delivery (Learning Management System, Administrative cost of managing the initiative, and other related infrastructure required for delivery).

Determining the “value” or “gain” is far more tricky. We nail this by looking at the gains for the organization as well as for the learners.

  • Organizational perspective.
    Let’s begin by re-looking at the gains most organizations seek when they adopt eLearning and see how many of these translate to reduction in costs and hence improvement in returns.

    • Less disruptive delivery.
      This translates to man-days available now to the organization that would have been allocated to travel and training in the ILT mode.
    • Reduced travel costs.
      These can be determined easily.
    • No associated costs for trainers.
      These can be identified easily.
  • Learners’ perspective.
    Next, let’s take a look at the gains that accrue on account of effective eLearning course designs:

    • Immersive and engaging learning translates to better assimilation. This in turn leads to proficiency gain and a tangible increase in productivity.
    • More learners across the organization can be trained in lesser time (while they get the flexibility to learn at their own pace).
    • Coupled with tracking, the eLearning initiatives can be scheduled and completed faster as compared to ILT sessions.

What ROI Methodology Can Be Used?

Most of us are familiar with Kirkpatrick’s model of evaluation. In today’s context, adding Phillips’ ROI calculation as the fifth level makes this framework even more useful and relevant. By using Level IV evaluation data, we can convert the results into monetary value. Then we can easily compare them against the cost of the eLearning program and determine the ROI.

EI Design Kirkpatricks Model

To give you a sense of how it can be practically used, let me summarize the approaches we typically adopt:

    • Level 1:Reaction is measured by taking feedback from learners. We have used online surveys in the past but now we add features of “Like the course” and “Recommend the course” options within our eLearning course framework.
    • Level 2: Learning can be easily measured through scoring patterns in the end of course assessments.
    • Level 3: Behavioral changes are certainly more difficult to assess. We use a combination of techniques to assess how much of the newly acquired learning is being applied on the job. This could be measured through improvements in efficiency or doing the same task with a new approach.
    • Level 4: Business impact is generally measured through productivity gain, impact on quality measures through reduction in re-works, getting higher number of work assets first time right, and so on.
    • Level 5: ROI is normally calculated by converting the business impact gains (as shown in level 4) to a monetary value.

I hope this article was useful in understanding the ROI definition and more significantly, what ROI methodology will enable you to measure the ROI of online training. At EI Design, we do workshops that can enable you to adapt the standard ROI methodology to your organization. Do reach out to me if you need further details.

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