Today, the working force seems to be a mix of different generations. In a working environment, you find colleagues younger than you, some of your age and seniors too. People now tend to spend most of their life working; the thought of retiring cross their minds quite later.

So, when you have people as young as in their teens to people hitting seventies and beyond, which approach do you think suits best for software training? It is one of the many challenges training managers have to tackle in recent times.

People of different ages have different aspirations and ambitions for themselves. With advancement, conventional software training methods have become obsolete. Digital Transformation is the new rush. Some employees are quick to learn and adopt technology while some struggle. It’s debatable whether the generational gap affects the ways of learning.

Does Age Affect Digital Training?

The popular belief reckons that young employees are tech-savvy, whereas the “senior” staff struggles with technology. A survey revealed that software rage is common to both age groups. For instance, thirty-seven percent of the respondents between 18 and 34 reported experiencing difficulty with multiple technologies, compared to 13 % employees above 55 or beyond.

Software frustration exists and results in lost productivity –for the employee and organization. Conventional methods have failed to cater to the workers’ needs in learning new technologies. While it is true that not all employees share the same technological aptitude, the difference is marginal. So, instead of adopting a segmented approach in software training, organizations should go for progressive models –such as Contextual learning.

Contextual Learning – The Best Multigenerational Training Solution

Contextual learning is a constructive approach. It allows the user to construct meaning out of his own experience. The idea is to submerge the digital training solutions into the workplace environment. It gives meaning to our work, changing our learning experience altogether.

Contextual learning is effective for all generations, as it’s a solution-driven approach. It helps the learners to assess their learning. This software breed provides real-time guidance based on contextual factors. The factors include the user’s job designations, the targets set by the department, the users’ actions, and sometimes the time of the day. Age also matters at times.

Here are a few reasons hinting why Contextual learning is evolving as the “Ultimate Training Solution” for the trans-generational workforce.

  • Immediate to Use:

It is a proactive approach allowing the user to apply the instructions immediately. Constructive learning ensures better learning outcomes and problem-solving.

  • Reduces Software Frustration:

Learning new software may be overwhelming for employees struggling with complexed digital tools. The personalized assistance based on the employee’s needs makes the experience meaningful.

  • Focused Working Experience:

On-the-job interactions with colleagues, managers, trainers are part of the workplace routine. Interestingly 80 percent of our workforce learning occurs via these interactions –which also interrupts the workflow. Contextual learning is instant support to pick up from where you left off the work.

  • Improved ROI:

Digital innovation is a costly affair. If the employees are unable to use the new software optimally, the organizations won’t be able to achieve a positive ROI. Contextual learning makes it easier for employees to get familiar with digital ways.

Final Word

The future of the business industry is Digital Transformation. Companies are exploring smart digital tools and integrating artificial intelligence in their working environment. With this has arisen the need for an effective software training solution. Contextual learning is a meaningful way to train users of all ages.

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