Here’s the truth: if you can handle it—it’s time to change! In his manifesto, Seth Godin shared that there is a demand for today’s schools to produce different students. It can only happen by asking new questions and making new demands on the existing educational system. When you think about it, the same applies to L&D or learning and development in the workplace. Some of those new but old questions are: Who are today’s learners? What are the generations they represent? How are they different? How do you respond to this in meeting the workplace learning needs of diverse learners once you understand who they are? One size doesn’t fit all, and it doesn’t fit most. The generational gap is evident from the differences in attitudes, values, and behaviors that open the door to the unchartered territory to drive transformational change, benefiting organizations for L&D outcomes and employee performance.
The generational gap
As you look at the generations, Let’s start with the high five from the top down. Beginning with the Traditionalists (also known as the Silent Generation), these individuals were born 1925 – 1945. The name “silent” speaks to the expectation at that time to adhere to social norms and avoid challenging the status quo while experiencing the economic challenges and global conflict of that time. It should come as no surprise to find common characteristics for this generation to include patriotism, conservatism, the value of hard work/discipline, economic pragmatism, family-oriented, and respect for authority. Ways to target this generation in workplace learning might encompass a more formal and structured learning environment, step-by-step learning, manuals/documentation, minimal distractions, and face-to-face opportunities.
Baby boomers
Baby Boomers are the next-in-line generation after the Traditionalists. These individuals were the Post-War Generation born 1946 – 1964. A boom is just what happened as families were started and households were able to recover from hard times, the aftermath of the war, and access to government policies such as veteran benefits. Their characteristics include health and wellness, work ethic, social activism, education, and family focus. Tactics for working with this generation might encompass formal training programs, hands-on learning, interactive elements (discussion, case studies, etc.), mentorship, and classroom learning.
Generation X
The center of attention is Generation X, also known as the Latchkey Generation. The identity crisis for the generation inspired their name at the time and the challenge of defining themselves. Individuals in this cohort were born between 1965 and 1980. Self-reliance, work-life balance, cultural awareness, multimedia consumption, education and career focus, and technological adaptability are the characteristics of this generation. To promote success in the L&D space with this generation, you should incorporate practical content, technology interactions, peer learning, self-directed learning, and flexible learning formats (online courses, webinars, etc.).
Generation Y
Generation Y (the Millennials) represents those born 1981 – 1996. The Millennial name represents that this generation came of age at the start of the new millennium. In addition to digital growth, this generation is characterized by tech savviness, diversity and inclusiveness, flexible work preferences, career ambition, social engagement, and delayed major life milestones. With its application to L&D, there can be gains with this generation through collaborative learning, feedback and recognition, mobile accessibility, digital and interactive learning, gamification, social and ethical impact, and career development.
Millennials
Following the Millennials, the final generation for discussion is Generation Z, also known as iGen or Digital Natives, due to the exposure to technology from the start of their generation, and they often feel the need for speed in terms of technology, especially given short attention spans. Those in this generation cover the years of 1997 – 2012. Like Millennials, Gen Z prioritizes mental health awareness, global connectivity, diversity and inclusion, authenticity, entrepreneurship, and privacy concerns. For L&D with this generation, mobile accessibility, micro-learning, diverse learning formats, social learning, personalized learning, and instant feedback are key approaches to leverage.
Customizing training to target different generations
The design and development of learning events that factor in generational characteristics can be used to restructure training approaches to address generational instructional gaps. The gen gap challenge present is a truth that many organizations are facing, but not all can handle it despite the potential for gains when they rise to that challenge. Steps can be taken to not only target the L&D needs of each generation but also promote interactions across generations. Examples such as reverse mentoring, cross-generational work teams, and job shadowing allow for that type of engagement that can strengthen the adaptability level of an organization. Organizations that heed the demand to accommodate all generational preferences with various modalities for workplace learning can address the generational divide while targeting performance improvement.
References
Hilgers, L. (2023, April 24). Boomers, Zoomers, Gen X, and Millennials: When it comes to learning, one size doesn’t fit all. https://www.linkedin.com/business/talent/blog/learning-and-development/boomers-zoomers-gen-x-millennials-learning-styles
Jackson, Esther L,, “Technology Preferences of Multiple Generations in the Workplace Classroom” (2018). Walden Dissertations and Doctoral Studies. 5725.
https://scholarworks.waldenu.edu/dissertations/5725
LinkedIn. (2024). Workplace learning report 2024. LinkedIn. https://learning.linkedin.com/content/dam/me/business/en-us/amp/learning-solutions/images/wlr-2024/LinkedIn-Workplace-Learning-Report-2024.pdf
National Academies of Sciences, Engineering, and Medicine. (2020). Are generational categories meaningful distinctions for workforce management? The National Academies Press. https://doi.org/10.17226/25796
Purdue Global. (2024). Generational differences in the workplace [infographic]. https://learning.linkedin.com/content/dam/me/business/en-us/amp/learning-solutions/images/wlr-2024/LinkedIn-Workplace-Learning-Report-2024.pdf
Strauss, W., & Howe, N. (1991). Generations: the history of America’s future, 1584 to 2069. New York, William Morrow and Company Inc.
