Abstract:

Background:
The “generational differences in the workplace” conversation is more relevant today than ever before. The sense of criticality generated by this topic is primarily due to the fact that for the first time in history, five distinct generations are employees represented in the workforce:
• The Traditionalists – born between 1925 and 1945
• The Baby Boomers – born between 1946 and 1964
• Generation X – born between 1965 and 1980
• Generation Y – born between 1981 and 1994
• Millennials (aka Generation Z) – born after 1995

Problem:
The core questions that this generational diversity brings to organizations are: 1.) how to fit this nontraditional workforce mix into a workplace that has typically been somewhat homogenous, 2.) how to strategize for a growing skills gap/shrinking talent pool created by the voluminous and highly-experienced Traditionalists and Baby Boomers leaving the workforce in droves, and 3) how (typically) Generation X managers can leverage the best of the tech that Generation Y and Z newcomers know and love, to make the workplace better.

Although some, however, very little, has been written on how organizations can provide education and training to Millennials effectively, significantly less has been written on assessment strategies for this group. Before exploring ways to provide tailored assessment strategies for Millennials, consider some of their key characteristics:
• Likes to feel special
• Multitasking specialists
• Goal-oriented
• Self-reliant but not hesitant to seek out experts
• Like to have the work piled on them
• Desire the freedom to do it “their way”

Methods:
In a project-based assessment strategy, learners are provided with a selection of projects or case-studies to choose from as the context for their assessment. At key junctures in completing their assessment, they are required to provide sufficient evidence to validate mastery of the related learning objective or competency. This provides them the freedom to provide evidence in a variety of ways including open badge, essay, video, project synopsis, blog post, subject matter expert validation, or other multimedia/Internet modalities. These myriad options truly do allow them to “do it their way” and in a manner that allows for ultimate self-expression and differentiation, both extremely important for maintaining engagement.

Some other techniques to consider when building assessment strategies for Millennials:
• Gamification of assessment via a names-withheld leaderboard
• Progress charts toward weekly/monthly/annual/KPIs and evaluation targets
• Allowing those demonstrating strong mastery of content to act as mentors and even instructors of others – across generations
• Clearly demonstrate how outcomes of assessment is input into personal development plans that are tied to KPIs and employee evaluation criteria

Conclusions and extensions:
Millennials are likely going to be a significant percentiage of your organization moving forward, if they are not already. Planning for integrating their needs into your assessment strategies and other areas of employee training and development should not be looked at as an area of compromise but rather as a key step in the evolution of your organization’s ability to better meet the needs and retain the skills of this bright and talented generation of employees.

Keywords:

Millennials, assessment strategies, multi-generational workforce.