Generationally Speaking
Workplaces today are a melting pot of generations — from seasoned Baby Boomers to fresh-faced Gen Zs. It’s no secret that each group has distinct preferences on basically everything, including learning, but safety is the great equaliser — the same rules apply for everyone. However, those different learning styles means a one-size-fits-all approach to safety, health, wellbeing, and leadership training might be falling flat.
If you want to engage everyone — and ensure the lessons stick — it’s time to adapt.
We’ve got a bunch of suggestions for how to mix up your learning and training in 2025 so that you’re catering to the five generations currently in our workplaces.
Generationally speaking: ideas for learning that sticks
Workplaces today are a melting pot of generations — from seasoned Baby Boomers to fresh-faced Gen Zs. Each group has distinct preferences when it comes to learning, which means your one-size-fits-all approach to safety, health, wellbeing, and leadership training might be falling flat.
If you want to engage everyone — and ensure the lessons stick — it’s time to adapt. Here’s how you can start tailoring your training to create meaningful impact across generations.
Why generational preferences matter
Each generation grew up in a different context, shaping how they absorb information. Broad generalisations below, but our take on the four generations in the workforce would be something like:
Boomers
1946–1964
Appreciate in-depth, face-to-face sessions that respect their expertise. They thrive on structured learning like workshops or mentoring programs.
Gen X
1965–1980
Value practicality and efficiency. They prefer self-paced training or sessions that give them actionable skills without taking up too much time.
Millennials
1981–1996
Love collaborative, tech-enabled learning. Gamified elements, team activities, and social learning are big wins for this group.
Gen Z
1997–2012
Need short, visually engaging content to hold their attention. Microlearning — bite-sized lessons, think TikTok style — is ideal for this generation.
Moving past death by PowerPoint and the endless click and scroll
We’ve probably all been bored by the monotony of a 200 slide PowerPoint training session or stupefied by an eLearning module that lasts a lifetime, but somehow teaches you nothing. This is often training for the sake of ticking a box, but it doesn’t always engage or inspire change.
In 2024, the standout learning and training programs were ones that engaged learners actively and had a nod to generational preferences.
Here’s how we did it in 2024:
Make It interactive
Use scenarios and storytelling to bring lessons to life. For example, create a simulation where workers troubleshoot a real safety hazard.
Mix it up
Offer blended learning options. Pair in-person workshops for Boomers with microlearning videos for Gen Z. Let your people choose the format that works for them.
Personalise the experience
Use feedback or past training performance to create pathways suited to individuals’ roles, responsibilities, and learning styles.
Three quick ways to boost the engagement of your learning and training in 2025:
Go bite-sized
Start incorporating microlearning into your training toolbox. Break complex topics into short, digestible lessons. For example, a two-minute video on proper ladder use might resonate more than a 30-slide PowerPoint.
Make it engaging
Use tools like gamification or storytelling. We’ve been leaning hard into this in 2024 and we know that it’s boosting both attention and retention (having world-class creatives on deck doesn’t hurt).
Foster collaboration
Pair different generations for cross-learning. Boomers bring experience, Gen Z brings fresh perspectives, and together they tackle challenges more creatively.
What’s common to all generations
While mixing up the mode and channel for learning to suit your audience is a key to better engagement, we know from experience that there’s one thing all the generations have in common.
They need to know “why”. No matter the generation, once someone understands and connects with the why, that’s when we see behaviour change.
Simon Sinek was right, the why is the north star. Fail to define and connect people to this why and we’re pretty much guaranteed that behaviour won’t change.
Tailoring for the future
Adapting your training mode and connecting to the why isn’t just about keeping things interesting — it’s about making safety, health, and leadership messages resonate deeply with your workforce. By embracing these approaches, you’ll not only engage every generation but also build a culture where learning becomes second nature.
Want to make your training future-proof? Start small, experiment, and watch as engagement grows across all age groups. Ending death by PowerPoint and endless, mindless click-and-scroll training is something we can all celebrate together.
Let’s collaborate to create something more engaging in 2025.
