Using Simulations to Shrink the Generational Divide

The whiz-kid programmer, the up-and-coming executive, the seasoned sales person, and the veteran executive: think of them as Generations Y, X, Boomer, and Traditionalist. Many organizations have members from these four generations within their ranks, and learning to understand and manage the styles and quirks of each while maintaining continuity for the whole can be difficult. Research data shows that organizations that adopt effective techniques to train multiple generations are more successful in attracting and retaining top talent than organizations that stick to a one-size-fits all training mentality.

Training and professional development are key touchpoints for reaching members of each generation and their particular learning styles. Traditionalists generally include people born before 1946. They are known as loyal employees who have experienced a variety of different training approaches during their careers. Boomers, or those born between 1946 and 1964, typically like to control their surroundings and have a competitive work ethic. Generation X, born between 1965 and 1981, generally value one-on-one contact and may focus on relationships over achievement in the workplace. They also tend to be autonomous workers who prefer to perform at their own pace. Generation Y, born between 1982 and 2001, crave technology; many live by it. Text messaging, blogging, and social networking are second nature to most of these employees. Page-turning e-Learning courses, no matter how well they’re developed, will most likely frustrate Gen Y team members to the point that they lose interest and perform poorly on course assessments.

The challenge when constructing accommodating learning environments is to create solutions that work for multiple generations. An immersive learning simulation is the perfect tool for any learning initiative. Social simulations, like the ones NexLearn specializes in developing, allow learners to experience and react to the real-world scenarios they’ll encounter on the job. Options for pre- and post-assessments create opportunities for learners to measure their progress; perfect for control-craving, competitive Boomers. Social simulations created as one-on-one discussions with customers, mentors, supervisors, or co-workers receive high marks from Gen-Xers who like to interact with others AND work at their own pace. And using an immersive learning simulation to learn about company polices and job procedures is a no-brainer for Gen-Y employees. The members of this generation are most likely to embrace all the technological options of your learning platform, and they will be the first to tell you when it’s time to innovate. So, when creating your organization’s training initiatives, think immersive learning simulations. Your employees—no matter which generation they belong to—will think you created the training especially for them.