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Boomers are hopeless at learning new tech. Gen Z only wants to learn from TikTok. And Millennials expect a trophy every time they complete a course. 

Stereotypes? Yes, and often grossly inaccurate ones. But they drive home a point: Generations can have different learning styles. 

With four — and sometimes five — generations in the workplace, it can be a challenge for L&D professionals to offer training that works for everyone. What lights up one group may fall flat with another. That’s why it’s critical to understand generational differences and how to address them, because when it comes to learning, one size doesn’t fit all. 

But every generation still wants and needs to learn, in part because jobs are changing so quickly. Data from LinkedIn’s 2023 Workforce Learning Report shows that skill sets needed for jobs have changed by around 25% since 2015, and this number is expected to double by 2027. 

As learning pros upskill and reskill employees to stay relevant, they need to acknowledge, appreciate, and make use of generational differences. 

Here’s what you need to know: 

1. Gen Z wants TikTok learning, but in-person too

Gen Z, also known as Zoomers, are the youngest generation in the workforce, and many were born after the introduction of the iPhone. They’ve never known a life without digital tech.

They already turn to TikTok or YouTube to learn (Corporate Natalie or Erin McGoff, anyone?) and they want more of this short-form content and microlearning. They want to access it on their mobile devices. And they want to learn independently, with a program they can shape themselves. 

“The generation that we’re training now knows that information should be quickly available at their fingertips in an easily digestible format,” says David Faro, senior manager of workforce and business development at the National Restaurant Association. “When they need to know something, they go online with complete confidence that they will find the information they need. Training should be the same way.” 

Because they grew up in the shadow of the 2008 recession and watched Millennials take on crushing student loan debt, Gen Z members are less interested in a four-year college degree than previous generations. It’s not that they’re against the idea of higher education. They just think it comes at a ridiculously high cost. They’d rather look for ways to earn a living and advance their careers without a lot of debt. Unlike other generations, they’re more likely to participate in a skills-based program, get a job, and work for a company that offers college tuition reimbursement.

But don’t kid yourself; Zoomers want to learn. They particularly want training that will make them better at their jobs or help them get promoted — 36% called it a top factor when considering a new job. 

And despite their desire for independence, they also want to learn with others. A study by the British educational company Pearson reported that 78% of Zoomers find teachers very important in the learning process and 57% prefer in-person activities with fellow learners.

2. To get Millennials fired up, give them chances to learn collaboratively

Millennials, many of whom grew up with social media and helicopter parents, are social learners. Like Gen Z, they show a high proficiency in hard skills and technical skills and they expect technology to be part of the learning process. They also love microlearning and gamification and prefer learning to be interactive and dynamic.

But because Millennials value connection — in person or online — they enjoy peer-led training and often want social media elements to be part of their training. They like to learn collaboratively, solve problems as a team, and receive feedback from a teacher. Like Gen Z, Millennials value regular feedback, so it helps to tell them how they’re doing and suggest further learning opportunities. (OK, it’s not quite a trophy, but you get the idea.) 

Typically, Millennials are still climbing the career ladder, paying mortgages, and saving for retirement and kids’ colleges, which means there’s a lot riding on their success. According to Gallup, a whopping 87% of Millennials rate “professional or career growth and development opportunities” as important to them in a job. As with all generations, it also helps to tie Millennial learning with how it will help them advance in their careers. 

3. Let Gen X know what’s in store with learning, but also give them independence

Ah, poor Gen X, tucked neatly between the Boomers and Millennials. Though they make up nearly 36% of the U.S. workforce, they’re often ignored as a generation. But many of them are approaching the middle of their careers and they’re likely to make up a large portion of learners. 

Because Gen Xers typically grew up with working parents, they value independence and dislike micromanaging. Like Gen Z, they prefer a more self-directed learning plan. They are interested in learning that has practical applications (rather than theory) and, again, they want to be clear on the “what’s in it for me?” They tend to take a practical approach to learning and from the outset, they like to know what a training session has in store. They also aren’t afraid of tech.

So, yes, they’ll do the necessary compliance training. But they’d like the rest of their learning to be easy and accessible, so they can direct their own program. 

4. Boomers are eager to learn, but aren’t always given the chance 

It’s an unfortunate myth that Baby Boomers aren’t eager to learn. According to AARP, 74% of workers ages 45 to 74 say the opportunity to learn something new is critical to their view of an ideal job. 

They aren’t always given the chance, though. The U.S. Department of Labor Task Force on the Aging of the American Workforce has found that workers between 25 and 34 receive 37 hours of training annually while workers over 55 get just nine hours.

Boomers are already a highly educated generation. They value a college degree, accomplishments, and credentials. They often learn best from proven experts and they will look for respected, high-profile institutions to further their education. They also tend to be compliant learners: Tell them what to learn and when to learn it, and they’ll do it. 

While Boomers often prefer in-person courses, they’ve become more used to online learning — and their choices may come as a surprise. In 2020, for example, Python Essential Training was one of the top four courses taken by professionals 55 and older on LinkedIn Learning. The lesson here? Don’t write Boomers off as dreaming of retirement and golf courses, and give them plenty of opportunities to learn.

Final thoughts: No one fits neatly in a box

While understanding generational trends and traits can be helpful, it’s important to treat each person as a unique individual and avoid bias. Your youngest, most tech-savvy employee may be filled with wisdom and have a magical touch with soft skills, while some of your oldest employees may be your fastest, wildest, and creative thinkers. Remember: Not everyone fits their generation’s mold.

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