The modern workforce is a dynamic and ever-evolving landscape, consisting of individuals from different generations, each with unique roles and responsibilities. As demographics shift, organizations must recognize the importance of catering to the diverse training needs of this constantly changing workforce. Especially when upskilling and reskilling become a global agenda, with 23% of global jobs needing to change due to industry transformation in the next five years, it is crucial for organizations not only to respond to the demands for skill development but also to accommodate the different learning styles and communication methods of these different generations.
In this blog, we will explore ways to meet the learning needs of the changing workforce generations.
Challenges of Catering to Diverse Learning Needs
The modern workforce comprises various generations. For instance, in 2023, approximately 19% of Americans aged 65 and older were still working, showcasing the extended working lives of older generations. Meanwhile, Generation X represented over a third of the workforce, holding more than 50% of management roles. Additionally, millennials are projected to make up 50% of the workforce by 2025, bringing their unique perspectives and expectations.
While a multi-generational workforce brings together individuals with unique perspectives, experiences, and skill sets, this diversity also brings about various complexities, particularly in the realm of learning and development (L&D). Differences in learning styles, communication methods, and negative stereotypes can pose challenges for effectively catering to the diverse learning needs of employees across generations. Below, we will explore specific learning preferences and how we can encourage learning for each generation using digital badges.
- Baby Boomers
Learning Preferences: Baby Boomers often prefer traditional learning methods such as on-the-job training and in-person, instructor-led classes. They value work experience and credentials like degrees and job titles.
Communication Preference: While many Baby Boomers now use social media and embrace technology, they still appreciate direct communication and may prefer face-to-face interactions.
Ways to Encourage Learning: More than other generations, boomers also believe work experience is still the best method to prepare for future roles. Boomers also tend to value credentials like degrees and job titles more than younger generations. Organizations can offer digital badges that acknowledge and reward their achievements. Especially when digital badges are stackable, giving learners the opportunity to complete training at their own pace and receive a collection of badges.
- Generation X
Learning Preferences: Generation X individuals prefer hands-on, experiential learning approaches. They appreciate the opportunity to create their own learning paths and seek stretch assignments or temporary deployments to broaden their leadership skills. Given their busy schedules and prominent management roles, finding time for learning can be challenging, making microlearning within the context of daily work valuable for acquiring new skills or refreshing infrequently used ones.
Communication Preference: Generation X values transparency and direct communication. Face-to-face meetings are only needed to discuss critical issues, and phone calls and emails are their go-to communication tools.
Ways to Encourage Learning: Understanding Gen X's needs for both independence and recognition, it's crucial to provide regular feedback and acknowledgement through digital badges. Especially when they like to craft their learning path, giving them the autonomy to participate in developing their training journey and awarding them with digital badges at the end can help create a valuable and relevant growth experience.
- Millennials
Learning Preferences: Millennials, currently the largest segment of the global workforce, prioritize meaningful work and seek out training to develop technology and interpersonal skills. They are receptive to online tools and digital learning experiences. Similar to Generation X, research indicates that self-directed learning options are crucial for them as they prefer to take charge of their own learning. When millennials move up to management positions with a busier schedule, finding time for learning can be challenging, making bite-sized learning a better option for them.
Communication Preference: Millennials often prefer electronic communication over face-to-face interactions, leveraging technology for collaboration and information sharing.
Ways to Encourage Learning: A study conducted by Gallup and Workhuman reveals that younger workers want to be recognized at least a few times every month. Another study also found that only 50% plan to be with the same company a year from now, and they do not feel very engaged at work.
Organizations can offer micro-online training resources, meaningful work assignments, and opportunities for technology skill development to empower millennial employees and keep them engaged at work. They can also award millennial employees with digital badges that serve as visual representations of their accomplishments and skills. Receiving a badge acknowledges their efforts and reinforces their value within the organization, leading to increased engagement.
| "Employees are four times as likely to be engaged at work if they strongly agree that they get the right amount of recognition for the work that they do." - Emily Lorenz, Ph.D., Methodologist at Gallup |
- Gen Z
Learning Preferences: Gen Z, the youngest generation in the workforce, gravitates towards interactive and digitally immersive learning experiences. They prefer learning formats that are intuitive, accessible via mobile devices, and offer quick, engaging content.
Communication Preference: Gen Z employees are comfortable with social media and enjoy collaborating with peers and mentors through online platforms and instant messaging apps.
Ways to Encourage Learning: 75% of Gen Z respondents prefer to be recognized by anyone in their workplace, including peers and leaders across the organization. As Gen Z grows up in the age of technology, they are likely to prefer peer recognition on digital platforms and tools. Offering digital badges allow Gen Z to easily share their achievements online, motivating them to complete different training opportunities.
In order to effectively motivate learners across different generations, it is crucial to consider not only their individual preferences but also the delivery methods of training. By offering a variety of learning formats, such as traditional in-person classes for Baby Boomers, self-directed online modules for Generation X, and interactive digital experiences for Millennials and Gen Z, organizations can ensure higher participation and engagement. It is equally important to provide training content that is relevant, up-to-date, and aligned with the business goals, ensuring that learners see the immediate value and applicability of the skills they acquire.
For more top tips on how to make the most of your L&D budget, check out our blog.
The Role of Digital Badges in Multi-Generational Learning
Adapting training initiatives to meet the needs of multi-generational workforces is essential for organizations aiming to maximize employee engagement, learning outcomes, and overall productivity. By understanding the diverse learning preferences and communication methods of different generations, organizations can tailor their training approaches accordingly. Digital badges can serve as a valuable tool in this process, providing recognition, motivation, and a sense of accomplishment for employees across generations. By leveraging digital badges, organizations can create a culture of continuous learning, foster cross-generational collaboration, and support the professional growth and development of their workforce.
To learn more about how digital badges by Credly can maximize your L&D investment, download our whitepaper ‘How to Maximize Your Employee Skills Training Budget and ROI’ below.
May 17, 2024
Credly
7
min read
