Understanding Your Multigenerational WorkforceAs workforce demographics shift more rapidly, organizations will benefit from a more blended multigenerational approach to their learning and development programs to better address the unique differences and needs of their multigenerational workforce. Understanding the unique strengths of a multigenerational workforce is the first step. The following table provides ideas and approaches to consider when you are creating instructional design for a multigenerational workforce:

Generation Attributes and Values

Learning Styles/Preferences

Instructional Design

Delivery Want to Avoid

Baby Boomers(1946-1960)

Workaholic Optimism, Involvement

Recognition and relationship driven

Training aligned with career goals

FacilitatedTeam learningGroup discussionsLunch n learns, informational sharing“Balanced” technologicalShow me what to doFulfilling

Classroom, workshops,Balance of traditional face to face vs. onlineVisualGamificationeLearning

Laziness and Age Bias

Generation X(1961-1981)

IndependenceSkepticismInformalSelf-reliant

Versatility

Training aligned with personal goals

InformalSelf-motivated and self-drivenInternet drivenClear and consistent instruction

Self-pacedIndependence and control over learning environmentInteractive and engagingeLearningmLearningGamification

Telling what to doMicromanagement

Generation Y or Millennials(1982-1995)

DeterminedRealismTech SavvyFunSocial Networks

Activism

Training aligned and fast track to success

Incorporates networking opportunities, short structured bursts of learning, entertaining and fun

Collaborative and ContinuouseLearningmLearningGamificationLatest Technology

Slow Processes, Slow InstructionNegativity