Multigenerational Training Workforce: A Comprehensive Guide

1. Multigenerational Training Workforce: A Comprehensive Guide Training is one of the most effective ways to attract and retain good employees. Organizations must invest in a good learning management system (LMS) that allows the learning and development (L&D) teams to design and deploy courses, track progress, and upgrade employee skills. There are various training programs for employees. One of them is generational training. What is Generational Training?

2. Organizations consider themselves a family, and like every family, the organization has people from multiple generations working together. Each generation has its quirks, work culture and ethics, ideas, and expectations. Bridging the gap between them and facilitating collaboration can be a challenge. That’s where generational training helps. Generational training helps the L&D team build a multi-generational workplace by training different age groups to understand each other and work together towards a common business goal. Generational workplace training can help employees understand each other’s strengths, build strong communication, and facilitate collaboration. Who Should Attend Millennials in The Workplace Training? With employees from the baby boomer generation retiring and millennials forming a large portion of the workforce, organizations must conduct generational differences training to prepare the workforce for diversity. More importantly, it’s important to empower this large workforce with the right skills and competencies to enable them to achieve business goals. Organizations must conduct regular millennial-in-the-workplace training for professionals who lead a multi-generational workforce, especially millennials, and who want to learn more about managing generational diversity at the workplace. There

3. are various ways to engage millennials. Use those tactics to engage the largest workforce of the organization effectively. The Three Things to Consider When Training a Multi- generational Workforce: Although generational training’s purpose is to bridge gaps between employees, trainers must consider the following three things while planning it. 1.Focus on career growth 2.Protect and leverage institutional knowledge 3.Promote digital literacy Tips on How to Make your Workforce Training Valuable The major purpose of cross-generational awareness is to overcome the challenges of working with different generations. Hence, the training’s messaging and theme must be relevant to everyone. Here are a few tips trainers can follow to make multi-generational workforce training effective. 1.Understand your audience: 2.Identify specific objectives:

4. 3.Keep the setting in mind: 4.Set an agenda and share it!: 5.Innovative ways to break the ice: 6.Let’s talk a little more: 7.Managing the “Talkers”: 8.Time to play!: 9.Use nostalgia to your advantage: 10.Practice, Practice, Practice: Generational Differences Trainer, Coach, Writer, and Speaker An ideal generational differences training must cover the following sessions to improve collaboration among all generations. How to work with and lead a multi-generational workforce. Understanding Gen Z and Millennials in the workplace. Understanding the Baby boomers and the silent generation. Understanding the leadership opportunities Gen X is creating.

5. Understanding the generational similarities and differences between Boomers, Gen X, and now Gen Z. How to motivate and mentor an intergenerational staff to peak performance. Understanding the leadership styles that work best. How to manage people from generations older or younger than you. How to improve office collaboration, creativity, and innovation by embracing generational diversity in the workplace. How to work with employees from diverse cultural backgrounds diverse cultural backgrounds. How to improve job satisfaction and employee engagement, and reduce workplace turnover. Five Generations in the Workplace Chart

6. Image source: Employee Experience Magazine Driving Factors of the Five Generations 1.Generation Z / Gen Z Gen Z can work well in a diverse team of people from different ethnicities, races, and nationalities.

7. Nearly 48% of Gen Z have applied to job opportunities found on social media. Websites are popular too. Organizations must invest in building a solid digital presence to attract talent. To retain talent, give them access to the latest technologies and devices. Old technologies and devices could quickly bog them down. They will eventually lose interest in their job. Gen Z chooses stability in jobs. They don’t move to another company for better benefits. They also want more flexibility in working hours. They prefer working in an organization that promotes collaboration and believes in leading by example. 1.Millennials Millennials look for a deep sense of purpose and want to revolutionize the industry. Organizations must support them in this endeavor by removing all possible obstacles. They expect organizations to judge them by the quality of their work and not by the hours they log. On-site daycare, skill-based training, and mortgage assistance are great driving factors for attracting the right talent.

8. As millennials are tech-friendly, features like LinkedIn- based profiling and digital application tracking can help attract them. 1.Generation X Although Generation X is digitally-savvy, there prefer face-to-face interactions more than digital ones. They want to feel valued and expect organizations to recognize their industry experience while hiring and retaining them. As most have families to take care of, work-life balance is one of the key criteria for choosing an organization. Generation X responds to online recruiter profiles that are responsive. 1.Baby boomers This generation prefers traditional recruitment methods and finds jobs through advertisements, referrals, word- of-mouth messages, etc. So, if the goal is to hire people from the baby boomer generation, use traditional recruitment methods. Baby boomers want organizations to value their contributions. Celebrate their contributions publicly through regular award ceremonies, etc.

9. They prefer face-to-face interactions more than digital ones. As baby boomers are loyal to organizations, provide them attractive perks and benefits, and job security. Consider giving them the responsibility of coaching and mentoring the younger workforce to bridge the gap between them. 1.Silent generation Give them an option for pension and a seamless transition to retired life Prioritize personal 1:1 interactions as they value it a lot Allow them to coach and mentor the younger generation on timeless skills We Offer Modern LMS To Fulfill Your Multi-Generational Training Needs Most legacy learning management systems are not scalable, have limited capabilities, and do not provide advanced value-add features like analytics. It can hinder the progress of building a thriving multi-generational culture. GyrusAim is a modern LMS that allows organizations to create individual development plans and provide learning courses to their employees in all possible

10. formats — classroom, webinars, e-learning videos, and documents, internal or external. We partner with organizations to analyze their unique needs and guide them through planning, configuring, migrating, integrating, and customizing the system. Conclusion The multi-generational workforce statistics indicate 89% of professionals believe a multi-generational workforce is essential for an organization’s success. However, only 10% of organizations are prepared for this trend. The baby boomers and Generation X have the conventional wisdom of how the industry works, and the Millennials and Generation Z are willing to experiment and embrace technologies to pivot the business. Hence, organizations must combine the best of both worlds to stay ahead of the competition. Bridging the gap and generational training and development is essential to encourage a collaborative culture among employees of all ages. If you are looking for a modern and intelligent LMS to build multi-generational training courses, contact us. We will be happy to help.