MEMORANDUM

TO:

Management Team

FROM:

Learning Specialist Team

DATE:

January 11, 2016

SUBJECT:

New Management Training

CC:

Director of XYZ

In response to the employee survey conducted last month, the learning specialist team has
concluded that additional training on effective management will be offered in an effort to
continue to develop and grow our current management team. The survey results showed that
85% of our employees here at XYZ are unsatisfied with how they are currently being supervised.
Further research into this situation has been made by the learning specialist team and will be
outlined below. The goal of this training is to improve our employee happiness, reduce turnover,
and increase productivity of XYZ. For any further clarification please speak with Amanda,
member of the learning specialist team or your direct supervisor.
Currently here at XYZ we have a diverse employee population consisting of individual of
various backgrounds, age, gender, beliefs, culture, and more. Because of this great diversity it is
necessary to be conscious that management and learning is not a one size fits all approach. XYZ
has employees that fit into 4 distinct generational categories: World War 2 (age 66+), Baby
Boomers (47-65), Generation X (32-46), and Generation Y (18-31). Learning is a direct result of
our experiences, environment, and societys culture as we have aged. As a result key differences
have been showed in learning and management preferences between these generations. The
instructional strategies presented are meant to help guide you as a manager to insure you are
meeting the unique needs of your employees. Using a combination of techniques will help to
ensure greater satisfaction in work which in turn should improve employee morale, productivity,
and teamwork.
World War 2: This group of individuals tends to be very independent in decision making, prefer
individual work, and formal communication. Learning strategies include giving the employee a
goal while letting them work out the solution with little guidance and teaching new skills through
experience. This generation tends to have less formal education and learns through experience so
a hands on approach is often best while letting them work at their own pace allows control and a
feeling of in charge while working on the solution.

Baby Boomers: Work is often exciting and team-based where contributions are valued. Having
an employee from this group serve as a mentor is an extremely beneficial learning strategy
because of the teamwork aspect of the role as well as the ability to share years of experience with
another employ. This group also does well with participation; encourage group discussion and
problem solving on an upcoming issue. Creating a task force will encourage discussion and be
highly rewarding.
Generation X: Structure and direction is fundamental to this group so that they feel comfortable
tackling a problem and dont feel they are pursuing the wrong direction. Learning strategies
include providing clear objectives and expectations for goals and projects; this allows the
employee to know next steps. In addition be sure the employee knows the why behind the
project. For example a new website is being created for the company so there will be training on
where to find previous application tools. This is necessary because the old website no longer
functioned to the productivity level necessary and often had glitches reducing efficiency. This
scenario clearly explains the problem and why action is being taken; from there define what the
employees will learn in the upcoming training of the new website.
Generation Y: This is our youngest group that as you may know if very comfortable with
technology and is often driving our creative teams. This group of individuals tends to look
forward-what is next? Strategies would include allowing exploration of others areas to enhance a
global perspective of the company. The employee should be a part of the discussion of how they
want to improve their own skills. Freedom to pursue a project of their choice would be highly
valued. In addition, allowing new technologies to be incorporated into the work place allows
creative thinking and would be a beneficial learning opportunity for the rest of the team.

Remember it is important to have a conversation with your employees on what they prefer and
not to simply group individuals into a category. Questions to ask include: Do you like group or
individual work? How often do you like feedback? How do you want to be rewarded for a job
well done? What do you like and dislike about your role? The more you know about your
employees the better you can manage and train them to excel in their role. Everyone has different
motivators that make them want to do well. It is important to remember that employees enjoyed
being valued and part of the discussion. Allow them to solve problems and try out new roles.
Some employees are motivated by money while others may want more flexibility in their role.
Getting to know your team is the best way to help understand how you can be a better manger to
them.