Technology helps bridge generational gaps in workplace learning

A recent survey by LearnUpon has shown that most learning and development (L&D) professionals face challenges in managing the learning needs of a multi-generational workforce and are turning to technology for solutions.

The study gathered responses from over 100 L&D professionals to understand how they approach the needs of different generations in the workplace. It found that engaging Baby Boomers (those born between 1946 and 1964) is seen as the most significant challenge, with 43.6% of respondents identifying this group as the hardest to reach with learning programmes. Generation Z, the youngest demographic in the workforce, was next at 33.7%, while only 4% said Millennials presented the greatest challenge.

One of the main reasons for these difficulties appears to be a lack of clarity around the differing needs of each generation. The survey revealed that 42% of respondents did not feel they understood the needs of Baby Boomers in their organisation, and 30% said the same regarding Generation Z employees.

L&D professionals observed distinctive differences in the work habits and preferences between generations. These include varied workstyles, adaptability to technology, learning method preferences, and communication techniques. For 38.6% of participants, adapting to these diverse learning styles was identified as the principal challenge when creating programmes for a multi-generational workforce.

Approaches to make learning programmes suitable for all ages were varied. The majority of respondents reported using a mix of instructional methods (54.5%), actively seeking employee feedback (53.5%), and giving staff the choice of different types of training (19.8%). Despite these efforts, only 32.7% of respondents said they significantly customise their learning programmes to address generational differences among learners.

Brendan Noud, Chief Executive Officer and Co-founder of LearnUpon, commented, "These results make clear that too few organisations are utilising personalisation in their learning and development programmes. New technologies mean that it's now possible to deliver personalised learning at scale, and organisations need to take advantage of this opportunity. The same training will not work for every learner, so it's vital that businesses deliver tailored content to each individual."

The survey indicated a strong appetite for technological solutions to bridge generational learning gaps. More than half (50.5%) said that more advanced learning technologies featuring personalised learning paths would boost the impact of their learning initiatives. Additionally, 54.5% agreed that new technologies, such as AI chatbots or platforms optimised for mobile devices, could improve accessibility for employees from different generations.

Despite widespread recognition of the challenge, only a minority of organisations reported taking substantial measures to adapt their programmes for generational variety. The findings suggest a gap between the desire to make training accessible and engaging for all employees and the practical steps taken by companies to achieve this goal.

The survey highlights both the ongoing difficulties L&D professionals face when supporting a workforce that spans several generations and the central role many see for technology in addressing these challenges.