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Gen Y
1981-2000
Gen X
1965-1980
Baby Boomers
1946-1964
Gen Z
2000-present
Traditionalists
before 1946
This is the first time in American History that four generations are sharing the workplace. As the Baby Boomers begin to retire, Generation (Gen) X will be moving into leadership along with the fast growing Generation Y. Generation Z will be entering the workforce in 2015 with an unknown set of learning needs.
Is your organization prepared?
The focus of this study was to investigate if the multi-generational workplace has an effect on learning trends and needs. If organizations do not keep abreast of evolving learning needs within their audience, they could be missing opportunities to effectively develop the workforce which impacts productivity, retention and employee satisfaction.
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The challenges involved in this study are:
- Avoiding stereotypes and biased opinions.
- Obtaining responses from participants of each generation.
I used a qualitative & quantitative (mixed method) approach including a survey, questionnaire & one-on-one interviews.
The participants consisted of a targeted group internal to my organization and a random sample from the general public. The intention of this was to have a diverse audience.
The goal of my research is to answer the following
questions:
• Does each generation have trends in learning styles?
• What are the similarities/differences amongst generations?
• What learning solutions are best suited to meet the specific needs of
each generation?
• What issues/barriers does this bring to training in the workforce?
• What can training departments do to assess the audience by generation
and meet the various learning needs?
• What are the implications for the future?
• Are there exceptions and what factors are involved?
The survey consisted of 10 questions regarding learning styles & various influential factors.
The following questions were used for a select group as 1:1 interview discussion points and sent to others as a questionnaire. The focus here was to identify if negative or positive perceptions exist in the workplace across generations.
The results did show a correlation in learning preferences and generational groups:
- Baby Boomers prefer learning that involves people interaction. They
commented that they prefer classroom, 1:1, discussion or
apprenticeship experiences where they can obtain immediate
feedback.
- Gen Xers are the most neutral learners. They prefer a variety of
learning experiences, including blended solutions (combination of two
or more methods). They like to go at their own pace and to be offered
options.
- Gen Yers prefer classroom learning, as well as hands-on activities,
projects and experiments.
Let's look at some of the details...
The results of the questionnaire revealed that all generations view working together similarly. There were no real issues or concerns.
Some of the findings include:
Frequently - Work effectively together. Learn from one another. Produce better work when working together.
Occasionally - Feel disprespected by other generations. There is a difference in work ethic. Experience communication breakdowns. Think other generations are over/under reliant on technology.
• Does each generation have trends in learning styles? Yes
• What are the similarities/differences amongst generations? They have different
preferences but see value in working together.
• What learning solutions are best suited to meet the specific needs of
each generation? A combination and/or options of delivery methods.
• What issues/barriers does this bring to training in the workforce? Time and
resources to develop options & dedication to continue research in this area internally.
• What can training departments do to assess the audience by generation
and meet the various learning needs? Surveys and other measurement tools.
• What are the implications for the future? As the shift continues, learning trends will
continue to change and employee retention is a major concern. A proactive approach
is beneficial.
• Are there exceptions and what factors are involved? There are exceptions, mostly
based on comfort with technology.
Based on historical and my collective data, I recommend that organizations take a closer look at the ratio of generations included in their targeted audience.
As there is a distinct relationship between generational groups and learning preferences, offering the appropriate learning methods can make the learning experience more productive and enjoyable. Offering choices in how to take the training is highly recommended, as well as using a blended approach (combination of two or more methods).
As the generations continue to shift and Gen Z (born after 2000) enters the scene, learning needs will continue to evolve. There is great potential for learning and development teams to continue to create new and innovate ways of learning for all generations.
Clarey, Janet (2009) Multi-Generational Learning in the Workplace.
Retrieved from: http://janetclarey.com/2009/02/26/multi-generational-learning-in-the-workplace/
McCrindle, Mark (2009) New Generations at Work: Attracting, Recruiting,
Retaining and Training Generation Y. Retrieved from:
http://www.libraries.vic.gov.au/downloads/Public_Libraries_Unit/newgenerationsatwork.pdf
Hammill, Greg (2005) Mixing and Managing Four Generations of Employees.
Retrieved from: http://www.fdu.edu/newspubs/magazine/05ws/generations.htm
Notter, Jamie (2013) Conflict and Generations in the Workplace. Retrieved
from: http://www.astd.org/Publications/Blogs/Workforce-Development-Blog/2013/03/Conflict-and-Generations-in-the-Workplace