Flexible Online Learning Appeals to Every Generation

Flexible Online Learning Appeals to Every Generation

By: Nancy Langton, Partner, New Level Partners

A multi-generational workforce is reality forged by current economic pressures slowing the once predicted mass exodus of the Boomers (Born 1947-1964) from the workplace.  Many Boomers will remain longer as workforce contributors or will return in alternative work arrangements to impact organization’s staffing strategies.  Generation X (Born 1965-1979) will continue to balance the challenges of work and family.  Generation Y (Born 1980-1994) will continue to populate the workforce.

According to research published by SHRM, the Boomers were the largest generation in the US population.  But the Millennial “Y” generation is considered to be the largest generation in American History and will have greater influence on the workplace, politics and society.

Before the recession, statistics pointed to a sea-change in the workforce as Boomers were expected to retire in significant numbers, creating considerable additions to staff for Generation Y.  However, more Boomers are now expected to remain in the workforce for a longer period of time.  Therefore, the Generations will continue to co-exist in the workforce.

The balance of training new hires while developing existing staff is the ongoing challenge of business owners, managers and human resources.  Whether a firm is hiring GenY or bringing onboard a Boomer with a non-traditional schedule, the training demands will require greater specifications to address a wide range of learners and their needs.

Traditional in-class training has tremendous advantages when the learners align with similar objectives and reside in close proximity to the training location to minimize travel expenses.  As budgets have tightened, the online training option has gained a broader footprint to address varying needs of the learners from multiple locations at low cost.

Skilled learning and development designers have the knowledge and talent to build online courses that can cover a wide range of learners and objectives.  Understanding how various generations prefer to learn is essential during the design of the online course. Here’s a quick summary:

• Boomers want linear courses with content presented in a logical progressive manner.  They prefer to listen and follow along. Simulations are not their favorite mode of learning, as they attended many classroom training sessions during their career.
• Generation X is a techno-literate group preferring interactivity.  They like linear but always want the option to test out and revisit the content.  They want to have training available – real-time – when they need it.
• Generation Y would prefer to take the online course, but they want to take the test first.  They wish to skip around and only review the content they need to know.  GenY are technology dependent and prefer online along with simulations.

Online learning can be designed to address every learner’s preference.  The architecture should include organizing the content by learning segment or chapters.  Using software that forces ‘watching’ or ‘a static sequence’ (such as a video clip) is not ideal for mixed audiences.  A well crafted learning module with chapters, learning objectives, section tests and a final assessment aligns well if it is built with a multi-generational audience in mind.  Integrate the flexibility to maneuver to various pages, revisit sections or testing out.  Set the objectives clearly upfront in the learning module.  Align all content and the assessment to measure the knowledge and skills gained from the specific course.