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Meeting the learning needs of the multigenerational workplace
Today’s workplace is made up of five generations. Employees can vary in age from eighteen to seventy-five. For L&D professionals this means that they have to manage a very big range of expectations when it comes to learning and career development.
Here are a few characteristics of each generation that will help training course creators to meet the needs of the modern employee, no matter their age.
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The Veterans (1927 - 1945)
Very loyal to colleagues and employers
Are usually ageing partners or counselors
Great expertise
Less tech-savvy
Prefer face-to-face training
Enjoy long lectures -
Baby Boomers (1946 - 1964)
Usually hold managerial positions
Bring in a considerable chunk of company profit
Very work-centered and adaptable
Accept new L&D technologies
Also prefer face-to-face interaction in training
Usually mentor younger employees -
Generation X (1965 - 1980)
Not as numerous
Mostly hold mid-level positions
Place great value on work-life balance
Dislike micromanagement
Prefer modern L&D tech
Are mostly individual learners -
Millennials (1981 - 2000)
The fastest growing employee segment
Mostly hold entry-level positions
Expect to evolve quickly
Appreciate immediate feedback and praise
Are adopters and promoters of the latest technologies
Prefer collaborative learning -
The iGeneration (2000 -)
Recently joining the workplace
Think of technology as a given
Consider work-life balance a must for career success
Are eager for learning and development opportunities
Expect and contribute to a knowledge-sharing culture
Put great value on the right learning activities
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