L&D Best Practices

Udemy L&D Roundup: Your Top 5 Reads for July

Jennifer Juo

HR and L&D Insights Writer at Udemy for Business

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L&D Best Practices

July 26, 2017

For this month’s L&D roundup, I’ve picked some interesting reads that stood out—the latest data trends on Millennials and engagement, as well as new ways to think about bias as it relates to hiring and women in leadership positions.

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1. Millennials Don’t Want to Jump Ship Anymore

 

The Deloitte Millennial Survey 2017

Why we picked this for you:
Former job-hopping Millennials are growing up and are now less prone to jump ship. According to the latest 2017 Deloitte Millennial Survey, Millennials “planning to leave their company soon” dropped from 17% in 2016 to just 7% in 2017. The report shows that Millennials are now more likely to stay beyond 5 years than leave within 2 years. The 2016 election, heightened terrorism and, uncertainty in the world are some of the reasons why Millennials crave more stability.

Key takeaways:

  • This shift in the Millennial mindset offers a golden opportunity for organizations to focus on growing and retaining their Millennial employees.
  • Adapting the workplace to suit Millennial needs and providing more learning & development to nurture Millennial talent at your organization are some of the ways to capitalize on their latest preference for the familiar. Read more here.

 

2. Not All Bias is Bad Bias

 

Frank Kalman, Managing Editor at Talent Economy

Why we picked this for you:
As organizations shift to rely more heavily on technology to correct unconscious bias in evaluating and hiring talent, Frank Kalman warns we should not overlook human judgment. We’ve come to view human thinking as what’s wrong and technology as the solution—thinking algorithms can guide our decision-making. But not all human bias is bad.

Key takeaways:

  • Recognize that technology may pass up great talent and isn’t as good at discerning soft skills.
  • Pair technological judgment with the human perspective in order to truly capture the total picture.
  • In the hiring process, use technology to weed out the first round of candidates, but human judgment needs to come in early in the process and not just at the end.
  • The bottom line is bias can be OK as long as we’re aware of it. In the hiring process, a diverse group of people with their own unique bias can be pooled together to evaluate candidates. Read more here.

 

3. Want to Make Your Employee Training Better?

 

Kate Rockwood, Inc

Why we picked this for you:
Say goodbye to all those boring training videos. There’s a whole new generation of innovative digital training tools to educate your increasingly Millennial workforce. New online learning tools offer more personalized, higher quality, and better designed training while achieving economies of scale. In this article, companies share some of the cool learning tools they’re using.

Key takeaways:

  • Adaptive micro-learning is one of the popular new ways to learn. For example, sales staff can spend 10 minutes of every shift learning on their mobile phones, without ever leaving the floor.
  • People don’t like to admit what they’re weak on but on-demand online learning offers a private space for curious employees to learn what they want, when they want. (And you get to collect the data on what they’re learning too).
  • Personalized game-based learning experiences can help motivate employees to learn while also reinforcing knowledge transfer. Read more here.

 

4. What New Tech Employees Need: Insights for Driving Engagement

 

Culture Amp

Why we picked this for you:
Based on survey data Culture Amp collects from hundreds of new technology companies, this report offers some interesting insights on what drives employee engagement and what separates engaged companies from the pack.

Key Takeaways:

  • The data reveals 6 drivers of engagement: leadership, learning and development, company confidence, alignment and involvement, social connection, and collaboration and communication.
  • Noticeably missing is rewards and compensation.
  • Culture Amp also showcases real-world actions taken by companies in each of the 6 drivers to improve engagement. Read more here.

 

5. Why Women Aren’t CEOs

 

Susan Chira, New York Times

Why we picked this for you:
After four decades of women in the workplace, only 6% are CEOs of Fortune 500 companies today. Why don’t more women get the top job? Breaking the glass ceiling is not a pipeline problem. There are plenty of women climbing the leadership ranks. Instead, it’s a result of persistent bias, deep-rooted barriers, and resistance against women once they reach the elite C-Suite. The article shares the experiences of women who got all the way to the #2 job, but were blocked in attaining that coveted #1 position.

Key Takeaways:

  • In a Korn Ferry survey of 786 male and female senior executives, 43% said they thought continued bias against women as chief executives was the main reason more women didn’t make it to the top.
  • A Lean In survey shows the bleakest perception from minority women: only 29% of black women think the best opportunities go to the most deserving employees, compared to 47% of white women.
  • Women leaders do well when measured against hard numbers like profits, but once they get to the C-Suite, it’s a Game of Thrones environment and most women are unprepared for the cut-throat politics at that level. Unfortunately, performance plays a lesser role than politics as members of the C-Suite jockey for the top job. Often the solo woman on the C-suite, they have few natural allies. Read more here.

Stay tuned for our next L&D roundup!

Udemy for Business is a learning platform that helps companies stay competitive in today’s rapidly changing workplace by offering fresh, relevant on-demand learning content, curated from the Udemy marketplace. Our mission is to help employees do whatever comes next—whether that’s the next project to do, skill to learn, or role to master. We’d love to partner with you on your employee development needs. Get in touch with us at business@udemy.com

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