Blog FPO

L&D: Catering to multiple generations

Employers find themselves in a unique situation.

For the first time, there is a five-generation workplace: the silent generation (born before World War II); baby boomers; Generation X, millennials; and Generation Z.

Each generation comes with its own preferences, desires and habits. This presents a challenge for learning and development, since there can’t be a one-size-fits-all program, according to Brainier’s new e-book.

There a four main challenges, the book says: tension, communication, delivery of learning programs and career-focused training.

Let’s break these down.

Tension can be caused by a lack of respect for values or simply by not understanding a generation. 

For learning and development, organizations must find good ways to communicate the relevance of learning opportunities as well as how to effectively market them to each generation. 

Then comes delivery. Obviously, younger workers thrive on quick and constant access to information, so digital delivery works best. But older employees prefer face-to-face training and education. 

The “silent” generation cares less about training, as they’re wrapping up their careers, while Gen Zers crave it. As such, learning should encompass a variety of skills and task development:  soft skills, managerial skills, data analysis skills and more focused on broader career development.

A multi-general workforce has resulted in various L&D trends. For example, collaborative learning offers online and in-person training. Groups work together to learn from each other and from programs. 

Personalized learning crosses generations by providing each individual with tailored experiences. 

Mobile learning, video learning and gamification – all emerging trends – provide greater challenges for older generations. 

“The key is HR flexibility,” Brainier says. “For example: You might offer a classroom learning on a new process. This typically might appeal to older generations who have learned that way at work for decades. Instead of stopping there, you might stream it and record it. Now younger generations can watch the video on mobile at a later date. Provide multiple options to reach each of the generations. 

“Managing how multiple generations learn isn’t easy, and many companies are struggling with it. But with a trusted LMS, meeting the different needs of all five generations becomes much easier.”

Offer a Digital Membership to Capitalize on Your Mission’s Buzz

The American Beekeeping Federation saw an opportunity to create some buzz for member recruitment with a free one-year, digital membership.

Read More >

How to Reveal Your Association’s True Competitors

When you think about your competitors, who comes to mind and why? Membership loyalty is not easy to develop or maintain. Often, it’s tested by competing associations and for-pro?it companies.

Read More >

How “Combo-Promo” Marketing Can Bring in New Members

One association looked to highly engaged nonmembers as promising new-member prospects. The membership and marketing team tested a “combo-promo” campaign, which helped increase membership and engagement rates.

Read More >

Encouraging Member Engagement Through Education

Member engagement is the key to increasing member retention and satisfaction, but associations often struggle to engage during professional learning opportunities such as conferences and meetings. One of the best ways to engage members is through the professional learning cycle, which can reinforce skills, cultivate new networks, and create a lasting bond with the association.

Read More >

10 Ways to Create Event FOMO and Encourage Members to Attend

FOMO, or fear of missing out, can be a useful strategy to get members to attend in-person and virtual events. Here are 10 ways to instill urgency and engagement into events.

Read More >

Bright Idea: Serving certification

In anticipation of its 100th anniversary, the National Restaurant Association launched its ServSuccess program, which provides online training and assessment programs.

Read More >