This document discusses employee training in a multi-generational workforce. It identifies four generations currently in the workforce - Traditionalists, Baby Boomers, Generation X, and Millennials - and how their experiences and preferences differ when it comes to learning, communication, and leadership styles. Specifically, it explores how each generation prefers to receive feedback, learn new skills, and find a work-life balance. The document recommends training methods like coaching, mentoring, stretch assignments, and active learning to accommodate different generational needs. It emphasizes finding common ground and respecting diverse work styles across generations.

1. Cut the Cake and
Pass the Trophy!
Employee Training
in a Multi-Generational
Workforce

2. Presenters
Chris Osborn
Vice President of Marketing
cosborn@bizlibrary.com
@chrisosbornstl
Jessica Batz
Marketing Specialist
jbatz@bizlibrary.com
@jessbatz
@BizLibrary

3. Online content libraries
include:
• Streaming videos
• Interactive e-learning
courses
• Reference materials
• Ebooks
Technology solutions include:
• Cloud-hosted LMS
• Performance Management
• Social Learning applications
Award-winning
Learning and
Performance
Management
Solutions

4. POLL QUESTION
What
generation are
you a part of?
A. Traditionalist (1928-
1946)
B. Baby Boomer (1946
– 1964)
C. Gen X (1965 – 1980)
D. Gen Y (1980 – 2000)

5. POLL QUESTION
Are you currently
using active and
blended learning
in your employee
development
program?
A. Yes, coaching and
mentoring
B. Yes, feedback and
coaching
C. Yes, mentoring
D. Yes, something else
or a combination
E. No, not yet

6. POLL QUESTION
Do you currently
conduct training
on generational
awareness?
A. Yes
B. No

7. What you’ll learn:
• 4 Generations – who they are and
what are their motivations
• Areas of conflict and influence
• Training best practices that make the
most of your diverse workforce

8. 5.0%
39.0%
32.2%
24.7%
U.S. Total Labor Force Participation by
Generation, 2010
Traditionalists (Born 1928-
1945)
Baby Boomers (Born 1946-
1965)
Generation X (born 1965-
1980)
Millenials/Gen Y (Born
1980 - 2000)
The Generations

9. What benefits would you value most over
the next five years other than salary?
1/3 chose training and development as
their first-choice benefit other than salary.
PWC
The Facts: Generational Differences

10. Generational Influences
Traditionalists Boomers Gen Xers Gen Ys
Linear work
style
Structured
work style
Informal work
style
Fluid work
style
Something’s
wrong
Caution Potential
opportunity
improvement
Build a legacy Build a stellar
career
Build a
portable
career
Build parallel
careers
Table Source: n-gen People Performance Inc.
www.ngenperformance.com
WORK
STYLE
CHANGE =
CAREER

11. Traditionalists Boomers Gen Xers Gen Ys
Training The hard way Too much and
I’m outta here
Required to keep
me
Continuous
and expected
Learning Style Classroom Facilitated Independent Collaborative
and
networked
Communication
style
Top down Guarded Hub and spoke Collaborative
Problem-solving Hierarchical Horizontal Independent Collaborative
Decision-making Seeks approval Team informed Team included Team decided
Leadership style Command &
control
Get out of the
way
Coach Partner
Feedback No news is good
news
Once per year Weekly/daily On demand
Technology use Uncomfortable Unsure Unable to work
without it
Unfathomable
if not provided
Job changing Sets me back Sets me back Necessary Part of my
daily routine
Source: Lynne C. Lancaster and David Stillman. When Generations Collide: Who They Are. Why They Clash. How To Solve the Generational Puzzle at Work
(HarperBusiness, 2002)

12. COMPANY
CULTURE
WORKPLACE AND TRAINING
WORK-LIFE
BALANCE
WORK
ETHIC ATTITUDE
TOWARDS
AUTHORITY
COMMUNICATION
Over-communication is better
than insufficient communication.

13. Traditionalists
Born before 1946
Shaped by the
Great Depression
and World War II
• Prefer logical
sequences
• Need structure
• Prefer self-
direction and
privacy

14. Baby Boomers
Born 1946-1964
Shaped by
prosperity,1960s
youth culture, and
the Vietnam War
• Passive learners
• Don’t like rigid
instruction
• Link to personal
experiences

15. Generation X
Born 1965 - 1980
Shaped by dual-
career, single-parent
households, and by
organizational change
due to globalization
and technology
• Informal learner
• Give them choices
• Self-directed
• Work/life balance
• Frequent
feedback

16. Millenials
Born 1980 - 2000
Shaped by the PC,
economic expansion,
and the uncertainty
following the 9/11
• Like to connect
• Need structure
• Strong sense of
entitlement
• Expect instant
feedback

17. What We Share
Value and
Respect
Trust and
Competence
Engaged and
Connected
Empowerment
and
Autonomy

18. Finding Common
Ground
• Ask respectful questions
• Listen with an open mind
• Ask others about interests,
abilities and experience
• Allow for a range of work
styles
• Find collaborative ways
to share perspectives

19. Diagram Source: Corbett, S. (2008). Targeting different generations. In B. Hoffman (Ed.), Encyclopedia of Educational Technology
Learning Preferences

20. Coaching and
Mentoring

21. Giving
Feedback
• Frequent and on-
going
• Celebrate
accomplishments

22. Stretch
Assignments
and Active
Learning

23. Future
Generations and
Learning Agility
• Speed as a competitive
advantage
• Challenge the status quo
• Reflect on experiences
• Continuous learning and
curiosity

24. Recommended Resources
Managing Workforce Generations:
Introduction to Cross-generational
Employees (elearning course)
Managing Workforce Generations:
Working with a Multigenerational
Team (elearning course)
Managing Workforce Generations:
Working with the 21st-century
Generation Mix (elearning course)
Employing Generation Why: Training
Young Minds (streaming video)
Generational Diversity (streaming
video)

25. Try them out! Free for 30-days!
1,600 + Streaming Videos
5,000 + Elearning Courses
Online Books
Simulations
Scenario-Based Courses
Online Training
Resources

26. ASTD 2013 Conference
Booth #934
Dates: May 19-22

27. Contact Us
Chris Osborn
Vice President of Marketing
cosborn@bizlibrary.com
@chrisosbornstl
Jessica Batz
Marketing Specialist
jbatz@bizlibrary.com
@jessbatz
@BizLibrary

28. Sources and Resources
• Bureau of Labor Statistics, "Household Data, Not Seasonally
Adjusted: Table A-13: Employment Status of the Civilian
Noninstitutional Population by Age, Sex, and Race" (2012).
• New Study: Generational Differences in the Workforce
Matter, HR.BLR.com
• N-gen People Performance Inc.
www.ngenperformance.com
• Lynne C. Lancaster and David Stillman. When Generations
Collide: Who They Are. Why They Clash. How To Solve the
Generational Puzzle at Work (HarperBusiness, 2002)
• Images: gettyimages.com, google.com and sxc.hu
• 5 Methods for Social Leadership: Try Reverse Mentoring,
Forbes