The workplace is in a unique point in history. It is the first time that four different generational groups are represented at the same time. While generational labels can be limiting and won’t apply to all members of a cohort exactly, I have found that broad generational attributes can be a useful starting point to understanding generational cultural differences.
These generational differences are causing conflict in the workplace, but for many trainers are also presenting opportunities and challenges in the training room as well.
Perhaps one of the more significant challenges is responding to the different ways the generations approach learning. Baby Boomers (born 1946-1964) are typically more conscious of relevance and will only engage with content they can use now. Many of them consider themselves at a peak in their careers, waiting for retirement and see little value in storing skills for later. Generation X (born 1965-1979) will only engage in content that they can see will be useful at some point. Generation Y (born 1980-1994) have grown up in a world awash with information and unfettered access to the answers to everything on the internet and will happily learn anything and everything.
How can you successfully manage all these approaches to learning new information and skills in the same group?
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