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Young Workers Are Struggling; It’s Affecting Your Business

Young Workers are Struggling; it’s Affecting Your Business

Youth around the world face challenges previous generations have not. No matter how much work they put in, many graduate ill-equipped for careers. Educational systems around the world aren’t reliably preparing youth for today’s careers, much less those of tomorrow. This lack of job-ready skills holds true in the U.S., just as much as it does in developing contexts.

These challenges are not only for youth or educational systems to tackle.

These challenges are relevant to any company wanting to stay current, grow and thrive.

So what do today’s employers and companies need to do? And when they do address these challenges, what’s in it for them?

If you want to recruit, retaining and grow your young talent, training & ongoing development are key. For us at iMerit, this means that when we bring on new staff, their learning journey is far from over. All of our employees, from executives to newest hires, are expected to continue learning and gaining skills both on their own and with our support.

Employers must integrate skill-development into their company culture; when they do, everyone comes out ahead.

In practice, this learning is guided by a dedication to integration and usefulness. We need an integrated approach so that our workers can both work and learn. Also, we focus relevant skills like English and technology to ensure learning can be applied. Over the years, we’ve taken best practices from distance learning programs, MOOCs, self-directed learning programs and more to see what works best in our context.

The outcome is an integrated, self-directed system that allows our employees to earn a living while learning, deliver fantastic results while gaining critical skills. By empowering them to be self-driven learners, we see our employees quickly develop their own problem solving skills, and strengthen their own motivation.

focus on learning

The results have shown in company culture, individual learning outcomes, and client results.

The same skill-building that enables our workers to build datasets for machine vision algorithms contributes to their personal skill sets. Each extra unit of productivity delivered to our clients is reflective of an extra unit of skill-development and personal growth. By integrating learning into company DNA, we’ve seen:

  • Industry-best levels of retention (95% and above!)
  • An increase in employee-driven initiatives
  • Employee-driven recognition of colleagues’ progress and achievements
  • Improved project metrics from beginning to end of an engagement
  • Energetic pursuit of new trends and technologies

For companies around the world, integrating skill-development into company culture can look different. It might be a more informal focus communicated from managers to their reports; it could be a company-wide initiative to take a particular online course; it could manifest as an increased budget for professional development.

No matter what, we are certain that technologies will continue changing at an increasing clip. We know we want each of our employees to feel motivated to contribute their best.

Learning is the only way to keep up.

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