A Brief Insight into Designing a Corporate Learning LMS for Millennials and the Gen Z

A Brief Insight into Designing a Corporate Learning
LMS for Millennia’s and the Gen Z
The young generation is the digitally native Gen Z and Gen Y. While the former comprises
people born between 1995 to 2015, the latter, also called the Millennia’s, consists of individuals
born between 1980 and 1995. Millennia’s, currently, account for the largest chunk of employees
in companies. And numbers are here to prove our claims. As per PEW Research,
More than one-in-three American labor force participants (35%) are Millennia’s, making them
the largest generation in the U.S. labor force. The Census Bureau projects that the Millennial
population will peak at 75 million. At that number, a high rate of labor force participation would
be needed to reach a labor force of 66 million.” The same applies to the Gen Z-ers as well, who
are rapidly taking up new positions in companies.
With this gradual transformation in workplaces, we need to be clear about one thing. Both the
Gen Z and Gen Y have grown up using technology. They are so tech savvy that their entire

world lies online -- on their mobile devices, iPads, desktops, or laptops. They also have distinct
learning styles. In both cases, you must have a corporate learning LMS for Millennials and Gen
Z, which is fully equipped to match each generation’s preferred style of learning. But before
understanding how to design the perfect LMS, let’s get an idea of both these generations’
behavioural traits.
The Differences Between the Learning Traits of the Gen Z and
Gen Y Employee
According to the Way to Work survey conducted by Adecco, here are the key differences
between Millennia’s and Generation Z when it comes to workplace behavioral patterns:
● Members of Gen Z are more concerned about the cost of education (21% of respondents)
than Millennials (13% of respondents).
● Millennials value stability (34%), while Gen Z puts more emphasis on finding their
dream job (32%).
● More Gen Zers follow their parents’ influence (42%) than their Millennial counterparts
(36%).
Now, the next question might be -- How do you address these traits and develop a dynamic
curriculum that addresses Millennial and Gen Z workers’ distinct user preferences?
When you start with the Learning Management System framework for Millennials and Gen Z,
you need to give the prime focus to your end-users. This is an experimental, repetitive, and
iterative process. Again, once you have access to all the information regarding your young
learners’ specific needs, you can start carrying out detailed research on industry-specific courses
that will give the required value addition. Now, you can decide where your Corporate Training
Platform for Millennials and Gen Z needs improvements.
After your E Learning Management System development team has selected the areas of
improvement in your existing LMS for Millennials, your next step is to hold sessions — which
include your design squad and internal stakeholders. Before arriving at the final design, consider
all ideas that can enhance the entire LMS experience. Now, you need to experiment and turn
ideas into a curriculum. You can then organise for a beta test before the full launch. Finally, once
you are confident about your prototype, share it within your organisation. Give users plenty of
scopes to provide honest feedback. Once you have the feedback ready, use this information to
finalise your new curriculum.