Upskilling And Reskilling Diverse Generations With Social And Collaborative Learning

AI-Era Skills Gaps: Collaborative Learning For All

The demand for workplace skills is constantly changing these days. One day, you’re learning skills like design—the next, you’re using AI tools to create designs in minutes. That and the angst that AI brought when it came out are enough to tell the story of skills uncertainty that is hitting everyone.

In the backdrop of this, ‌employees and employers are frantically trying to do what they can to stay relevant. For employees, this may mean learning on their own or relying on what their employers are teaching them. For employers with five different generations working together, all with different skills and traits, making training relevant can be hard.

Some good news? It seems that 71% of employees are keen to upskill and reskill.

What all this presents is a great opportunity for companies to invest in upskilling and reskilling their employees. If you make it agile, you’ll get ahead of the curve. But with five generations, each with their own unique learning style, what can you do to cater to all their diverse needs?

One highly useful method to explore is social and collaborative learning. Collaborative learning uses collective knowledge and experience to create a shared learning environment. It’s like plugging into all the knowledge and ideas of your team.

It can help bridge multigenerational gaps and close those pesky skills gaps that seem to pop up faster and faster every year.

Benefits Of Social And Collaborative Learning

​​Social and collaborative learning uses multiple learning methods, such as peer-to-peer learning, group discussions, team projects, and online forums. There are many benefits to this way of learning.

One benefit is that it helps improve engagement. Learning with others is more fun and interesting than learning alone. It also makes the material stick better and encourages people to join the conversation.

Another is that it helps with knowledge sharing among learners of all ages. They can learn from each other’s experiences and ideas, which speeds up their maturation into new skills.

Social and collaborative learning is very hands-on. Real-life scenarios help employees apply new skills directly to their work, making training more productive.

Social and collaborative learning drives creativity and innovation. When people from different backgrounds work together, they question what they think, generate new ideas, and find creative ways to solve challenges.

Several companies have successfully rolled out social and collaborative learning strategies to boost their upskilling and reskilling efforts.

For instance:

• Deloitte’s interactive learning program, “Deloitte Greenhouse,” encourages employees to work together on real-world challenges.
• IBM’s “Jam” platform lets employees worldwide chat and work together online. This way, they can learn from each other’s expertise.

Understanding Generational Learning Preferences

One big reason social and collaborative learning across generations is so good at closing gaps is because it can use skills from all generations.

A Gen Zer might be good at tech skills because of their digital upbringing, but millennials excel at networking and teamwork. Baby boomers can use their wealth of experience for mentorship, while Gen X can bridge the gap with their adaptability and resourcefulness.

Combining all these skills gives you a pretty good multigenerational team. When done effectively, it fills in a bunch of skill gaps, especially if your team is diverse enough.

That is why managing different generations in the workplace is something all organizations should consider as part of their training and development strategies.

But, before they can tap into the strengths of their diverse workforce, companies must first understand their learning preferences.

Baby Boomers (Born Between 1946–1964)

Baby Boomers often prefer traditional classroom settings and value face-to-face interaction.

They have a lot of industry-specific experience and like learning environments where they can share what they know.

Boomers may be more comfortable with structured, lecture-style training. They may need help when it comes to digital learning platforms.

Generation X (Born Between 1965–1980)

Gen X likes to learn on their own and really cares about having a good work-life balance.

They can easily switch between old-school and digital learning and like the freedom and ease of online resources.

Gen Xers are known for their pragmatism and may respond well to training that focuses on practical applications and problem solving.

Millennials (Born Between 1981–1996)

Millennials are tech-savvy and prefer collaborative and social learning environments.

They like to feel that their work has a purpose and are more likely to get involved in training programs that help them reach their personal and professional goals.

Millennials also thrive in interactive, team-based learning scenarios where there are opportunities for feedback and mentorship.

Generation Z (Born After 1997)

Gen Zers are basically born and raised with tech as a big part of their lives.

They prefer bite-sized courses and continuous feedback and may respond well to microlearning and gamified training modules.

Gen Zers are entrepreneurial-minded and may be motivated by self-directed training that stimulates creativity and fosters innovation.

Strategies For Upskilling And Reskilling Through Social And Collaborative Learning

Effective upskilling and reskilling initiatives through social and collaborative learning require a strategic approach.

But first, organizations need to build a strong base by:

• Conducting a comprehensive needs assessment
• Personalizing learning experiences
• Developing a continuous learning culture
• Aligning training with business objectives
• Promoting inclusive training programs

Once companies have these in place, they can make the best of the following strategies.

Creating An Inclusive Learning Culture

If you want your employees to get the most out of this unique style (or any learning style), then you have to create a safe environment where they can learn.

An inclusive learning culture creates a safe place for your multigenerational workforce to learn. It can also spark creativity and innovation while reducing biases and improving overall team cohesion.

To help create this type of learning environment, you can:

1. Teach employees to respect and value differences. Celebrate diverse contributions by recognizing each generation’s unique strengths. Implement this using events, newsletters, or recognition programs.
2. Promote open communication. Have regular meetings, feedback channels, and online spaces where everyone can share their thoughts and worries. Make sure to acknowledge what anyone says and act based on it.
3. Use team-building activities. Plan events that help team members get to know and trust each other. For example, you can have classes, parties, and team-building activities where people work together and treat each other respectfully.

Implementing Intergenerational Mentorship Programs

Intergenerational mentorship programs are a match made in heaven for this type of learning and challenge we are trying to face. Older employees generally prefer to act as mentors and to share their knowledge and skills. Pairing them up with less skilled employees means they can absorb the flow of knowledge and skills.

It can also work the other way around since many younger employees now have skills that older employees might need to learn.

To set up effective intergenerational mentorship programs, you can:

1. Pair mentors and mentees thoughtfully. Match employees based on complementary skills and interests. A seasoned editor could effectively train a young writer, while a junior social media specialist could keep their senior strategist informed of new and upcoming trends.
2. Encourage mutual learning opportunities. Create spaces where mentors and mentees can share valuable insights with each other. An ideal situation would be collaborative projects or team-building exercises.

Leveraging Technology For Collaborative Learning

Technology has completely changed the way we approach collaborative learning. It brings employees together and helps them learn in unique ways that cater to their needs. It also makes it easier for them to talk and work together.

To take advantage of technology for collaborative learning, you can:

1. Use collaboration tools. An employee training software like an LMS helps bridge time zone differences and linguistic barriers, offering employees a lightweight way to communicate and share resources.
2. Blend traditional and modern methods. You can mix digital tools with traditional learning methods to appeal to different age groups. For example, you could use social eLearning modules for ILT sessions and self-study for more theory-based online courses.

Organizing Collaborative Learning Projects

Collaborative learning projects involve team-based endeavors where employees work together to achieve a common goal.

To organize effective collaborative learning projects, you can:

1. Initiate cross-functional projects. Encourage teams to work on projects that require diverse skillsets and perspectives. For example, a product development team might have people from marketing, engineering, and customer support to make a new product.
2. Coordinate and set up group learning sessions. Arrange regular group sessions such as workshops, brainstorming sessions, or peer learning groups. These sessions should encourage active participation and collaborative problem solving.

Creating Social Learning Platforms

Social learning platforms are digital spaces where employees can connect, share knowledge, and collaborate. These platforms help employees ‌continuously learn while making the learning process engaging and interactive.

To create effective social learning platforms, you can:

1. Set up forums and discussion boards. Give your employees an online space to share insights and collaborate on projects. For example, a forum for marketing tips can start new campaigns, while a discussion board for tech support can help with troubleshooting.
2. Incorporate gamified learning. Make learning a game by adding leaderboards, badges, and rewards. Who doesn’t love a bit of friendly competition?

Designing Interactive Training Programs

Interactive training programs involve hands-on learning tasks where employees must apply their knowledge and skills in real-world scenarios. Think of it as practice before ‌big game day.

To design effective interactive training programs, you can:

1. Use simulation exercises. Put employees in the driver’s seat with simulation exercises. For example, create a mock customer service interaction where employees have to handle a difficult customer.
2. Implement peer review and feedback. Set up a peer review system where employees can give and receive feedback. After finishing a project, team members can look at each other’s work. They can highlight their strengths and give helpful suggestions for improvement.

Measuring Success And Continuous Improvement

Evaluating the effectiveness of upskilling and reskilling initiatives is how you can check if the programs are a success or if and where you need to improve. It helps teams to work towards continuous improvement (via continuous learning), and in today’s skill-uncertain workplace, that is very important.

After all, skills today have a limited shelf life. According to research, the half-life of skills—the time it takes for skills to become obsolete—is estimated to be around five years. Staying on top with continuous upskilling and reskilling is how to stay ahead of that problem.

To help measure the effectiveness of these programs, companies should establish clear Key Performance Indicators (KPIs). Metrics that will be helpful include:

• Course completion rates
• Skills acquired
• Employee satisfaction
• Productivity improvements
• Employee engagement

These KPIs show how learning programs affect employees and organizations. A positive score (like higher productivity) could indicate that the learning is effective, while negative scores could mean that they are causing problems within the team or that the course is not effective.

Use Social And Collaborative Learning To Upskill And Reskill Your Employees For Business Success

If you want to be adaptive and forward-thinking, then you have to adopt and apply social and collaborative learning. It can address current skills gaps while also preparing your team and business for future challenges.

The future of work is collaborative, and with the right approach, you can lead your organization to sustained success.