Do New Generations of Workers Need New Types of Learning?
by Bob Shively, Enerdynamics President and Lead Facilitator
Hang around very long in the offices of Learning and Development organizations and you may soon hear comments about different learning styles of different generations of workers.
“Young workers just won’t sit in classrooms and learn like we do.”
“How can they even see online content on their tiny phone screens?”
“Why can’t the older employees figure out how to run e-learning? It’s simple.”
“All anyone wants to do anymore is to Google it!”
A key necessity for learning professionals is to see beyond the stereotypes and understand the reality. Do different aged workers really want different types of learning opportunities, or are we just observing changes in society in general? After all, my age 90+ mother-in-law is very happy when her grandkids text pictures of their daily activities. And she views them on her iPhone without any help from someone younger.
To understand the question of whether different generations of workers are different in how they learn, various researchers have used academical studies and empirical research to examine the issue. A summary of findings by Jane Bozarth is available in the eLearning Guild paper titled More Similar Than Different: What the Research Says About Generations in the Workplace (free membership required). Review of studies performed by Woodward, Vongswasdi, and More referenced by Bozarth found mixed results on whether the generations are demonstrably different:
The research reviewed by the three is summarized in the following table from their work:
See Woodward, Vongswasdi, and More, Generational Diversity at Work: A Systematic Review of the Research, p. 68
What can we conclude that is useful in designing learning opportunities for our employees?
- As Bozarth points out, it is important to avoid being caught up in differences and also focus on commonalities.
- All generations express needs for improved work-life balance, meaning we need to find ways to mesh training with other expectations placed on employees.
- Although younger generations are more comfortable with use of technology, all generations recognize its value. With perhaps a bit of assistance, workers from all generations can benefit from eLearning opportunities.
- Younger generations are more comfortable with switching jobs, so opportunities for broad learning, not just specific job training, are important in attracting skilled employees.
- Feedback can be important, so encouraging supervisors to work with employees on customized learning programs can be useful. And it is important to provide a variety of learning options as resources for supervisors who buy in.
- Learners will see right through programs set up just to “check off a box” or demonstrate learning is available. We must all strive to create learning opportunities that genuinely help employees achieve their own personal goals.
Creating meaningful learning opportunities is not easy. We in the learning and development community must continually strive to apply what research tells us employees want and need.
Interested in providing meaningful learning opportunities for employees in the electricity and natural gas industries? Visit www.Enerdynamics.com to view our mix of live and online courses, learning portals, and online knowledge bases.
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