Worldwide, organizations are bracing for a major shift in their workforce profile with the influx of the younger generation (between ages 18 and 25). According to Global Trends, by 2030, Gen Y (a.k.a., Millennials) will comprise the majority of employees, and a significant percentage of today’s young talent will grow into leadership positions.

Training is critical to the success of employees and their organizations. Most companies, particularly in the IT and ITES (Information Technology Enabled Service) sectors, organize orientation programs to equip new hires with basic on-the-job skills. Such courses often are designed by Gen Xers or even Baby Boomers, and don’t always align with Millennials’ expectations. So how can organizations modify their training content so it captivates and nurtures young minds?

Research suggests that 44 percent of young adults sleep with their cell phones and check them at least once during the night. But most trainers ask participants to switch off their cell phones during training hours. It’s unclear if the perceived distraction caused by the presence of mobile phones impedes the learning process more than the anxiety and withdrawal symptoms caused by its absence.

While cultural aspects play an important role in the learning environment, each of the five steps outlined above can play a positive role in a classroom. Failure to adapt will only escalate the generational conflict and may trigger negative outcomes, such as poor employee turnover and performance.

Of course, adaptation is a two-way street and is easier said than done. But as the Rolling Stones put it, “You can’t always get what you want; but if you try sometimes, you might find … you’ll get what you need!”