Multi-generational Learning in the Workplace: Introduction & Thesis Question


Workplaces are currently employing 4 generations (by birth date) of workers.

These workers have different values, learning styles, problem solving / decision making abilities, personal directions & work ethic.

The goal for today's workplace is to manage the challenges associated with multi-generational diversity so that learning will meet the needs of the worker and, the mandate of the organization.


Thought provoking question for this presentation


Just how well are employers in Canada addressing this "learning equity" concern and thus, providing access to enriching and "learner-centred" training environments in the workplace?


Learning Objectives

This presentation will assist the learner to:


1. Understand the "cultural" issues related to learning that flow from multi-generational diversity & complexity in the workplace?

2. Discuss the extent that organizations promote or inhibit workplace learning across the "multi-generational learning divide."

3. Describe a solution/model from the literature that can improve workplace learning intiatives.


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Definitions, Quotes and Implications


Multi-generational - generally defined by a common age location in history and a collective peer personality.

Neil Howe & William Strauss


"When you were born influences your personality and attitudes more than does the family that raised you"

Jean Twenge - author of "Generation Me"


Changing Employer's Behaviour about Training

"Employers face a major challenge in maintaining and generating employee's skills so they can contribute to their organizations' performance and competitiveness. Given Canada's aging workforce, and predicted labour shortages, lifelong learning will play a critical role in their - and in our nation's- future prosperity. Investing our people so they have the necessary skills to be productive and innovative is crucial."

Conference Board of Canada


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Defining the Generations: Which one are you?


Matures/ Silent/ Veterans/ Traditionalists Generation: < 1942 : 68 + years
"Tell me what to do"
What they say: "I’ve paid my dues and am looking forward to retirement. I’ve dedicated many years to my job. I like structured training and knowing the ground rules. I’m open to learning “on the computer.” I don’t like to spill my guts to a group."

Baby Boomers/ Boom generation: 1943-1960: 50-67 years
"Show me what to do"
What they say: "I guess I’m a workaholic. I’ve had a big influence on policy at my job. I am used to formal learning in a classroom. Some of the newer online stuff confuses me (not like that younger generation!) I like to take notes and attend training to advance my career."

Generation X/ 13th Generation / Gen- Xers: 1961- 1981: 29-49 years
"Why do I need to learn this?"
What they say: "I work to live. I like on-the-job training and self-study. I view myself as a natural multi-tasker. Technology isn’t really a big deal for me. I really need to know that I’ll be more valuable after attending training. I need clear, consistent expectations."

Net Generation /Generation Y/ Millennials/ Nexters/ Digital generation: 1982- 1995: 15-28 years
"Connect me to what I need"
What they say: "I like hands-on learning and collaboration. Technology is just a part of life. I’m usually ‘connected.’ I like structured face-to-face learning. I like to get a lot of feedback. I think learning should be fun. I seek the expertise of my network. I like quick exchanges and stories."

**************************J. Clarey, Brandon Hall Research

In the 2002 U.S. National Study of the Changing Workforce (NSCW) (n=2,785)


  • 25% of worker were ages 18-30 years of age .....(Gen X and Y)
  • 48% were 31-49 years .......................................(Gen X)
  • 27% were 50 years and older............................. (Traditionalists)


*****The Sloan Centre - http://www.bc.edu/agingandwork