The modern workforce is unique in that, for the first time, five generations are working in companies simultaneously. This includes the “Silent Generation”, “Baby Boomers,””Generation X,” “Millennials” and “Generation Z”. While this diversity brings numerous advantages, it also creates challenges, particularly in terms of different communication styles and working methods. As a result, organisations must carefully design their learning and development (L&D) strategies to meet the various needs and expectations of a multigenerational workforce.
To do this, L&D leaders must first understand what shaped each generation and how their communication styles differ.
Leena Rinne, Global Head of Coaching, Skillsoft, has shared her insights on how to meet the training needs of a multigenerational workforce.
Silent generation
The Silent Generation, born between 1928 and 1945, was shaped by the Great Depression and the Second World War. This generation values respect, recognition and long-term loyalty. Their communication style reflects what was available at the time: direct eye contact and handwritten notes.
Baby boomers
Baby Boomers, born between 1946 and 1964, were influenced by the Vietnam War, the civil rights movement and the Watergate scandal. Teamwork, corporate loyalty and a sense of duty are their driving forces. They prefer efficient communication, such as phone calls and face-to-face conversations.
Generation X
Generation X, born between 1965 and 1980, experienced the AIDS epidemic, the fall of the Berlin Wall and the dotcom boom. They are propelled by work-life balance and their personal-professional interests rather than the company’s interest. Similar to Baby Boomers, this generation prefers direct communication but often with a more pragmatic approach.
Millennials
Millennials, born between 1981 and 1996, have been shaped by events such as 9/11 and the rise of the internet. This generation values a sense of responsibility, the quality of their manager and unique work experiences. They communicate mainly via instant messaging, texting and email.
Generation Z
Generation Z, born between 1997 and 2012, grew up in a digitally connected world shaped by the aftermath of 9/11 and the Great Recession. They are digital naturals and prefer communicating via digital channels and social media.
ACTIVE LEARNING AS A SOLUTION
Active learning is an engaging educational approach that emphasises hands-on participation, problem-solving, collaboration, and immediate feedback. It shifts from traditional passive learning to interactive and experiential methods, offering a multimodal learning approach that enhances engagement, knowledge retention, and practical skill development amongst employees of all ages.
By promoting collaboration, critical thinking, and real-world application of knowledge, active learning equips individuals to excel in their roles, drive performance, and contribute effectively to organisational success in a dynamic and competitive business environment.
ADVANTAGES OF ACTIVE LEARNING
Active learning enables organisations to provide personalised, tailored learning experiences that cater to individual preferences, skill levels, and interests across generations. By conducting simple benchmarking assessments, companies can gain crucial insights into each employee’s skill level and recommend appropriate content for their continued growth. This personalised approach ensures that learning is relevant and engaging, enhancing the overall development process for each employee.
Emphasising practical application, problem-solving, and experiential learning activities, active learning equips employees with hands-on skills, competencies, and insights that are directly transferable to their roles. This method bridges the gap between theoretical knowledge and practical application, empowering employees to effectively apply their learning in real-world scenarios, thereby driving performance and productivity.
SHAPING THE FUTURE OF LEARNING
Acknowledging and addressing the unique learning styles of each generation is not just beneficial, but a strategic imperative. By doing so, organisations can create a powerful competitive advantage rooted in a workforce that continuously learns, adapts, and innovates.
Crafting a learning programme that resonates with all generations requires agility, openness to change, and a willingness to invest in technologies that enable personalised, scalable, and efficient learning. This approach ensures that companies remain competitive and relevant while also keeping the workforce engaged, fulfilled, and prepared to tackle the challenges of tomorrow.
