Training and Development in Process Management Must Be Age-Inclusive!
We all know this already—processes are the backbone of everything we do, whether it's onboarding new hires, delivering products, or optimizing customer service. But for processes to work well, your team needs the right onboarding. Yet, when was the last time your training programs truly worked for everyone on your team?
Let’s face it—training often skews toward the tech-savvy, the fresh-out-of-college crowd, or those naturally quick to adapt. But what about your seasoned employees who’ve seen it all? Ignoring their potential isn’t just unfair—it’s bad for business.
Why Training Matters for Process Management
Think about this: You’re introducing a new workflow tool to streamline operations. Without proper training, your team might resist it, use it incorrectly, or fall back on inefficient habits. Proper training ensures everyone—from the intern to the department head—understands and embraces the process.
But here’s the kicker: if your training assumes that older employees “just won’t get it,” you’re sidelining some of your most valuable people. Why? Because they often bring insights, experience, and a big-picture perspective that younger team members might not yet have.
Take, for example, Ditte, a 52-year-old project manager. She’s seen how processes have evolved over two decades. With the right support, she could identify potential hiccups in a workflow tool before anyone else. But if she feels overlooked in training? Her insights—and morale—might fade.
Making Training Inclusive Means Understanding How People Learn
Not everyone learns the same way. Inclusive training is about more than age; it’s about making everyone comfortable and engaged, regardless of their style. Here’s how:
For visual learners: Use process maps or flowcharts. A video showing how a new process works can also click with them.
For hands-on learners: Offer practice sessions. Let them do the work during training, not just watch or listen.
For reflective learners: Give materials ahead of time, so they can study before jumping in.
For social learners: Encourage group activities or cross-generational mentoring, like pairing a tech-savvy Gen Z with a process-savvy Baby Boomer.
Take a team rolling out a new CRM system. Some people might love diving into a tutorial video, while others learn best by jumping into a test environment. Meeting these needs can speed up adoption and cut down on errors.
is there a general approach to the madness - yes. Hit me up and we can discuss further.
What About Age-ism? It’s a Silent Efficiency Killer
Picture this: A company rolls out a new workflow app but assumes its older employees will resist or struggle with the change. So, they invest less in their training. The result? Confusion, lower morale, and untapped potential.
Instead, consider what happens when you actively include everyone. Jim, a 60-year-old team lead, might not grasp every app feature at first, but his decades of problem-solving can help integrate the app into existing workflows in a way that makes everyone’s life easier.
Technology to the Rescue
Modern tools can make inclusive training easy. Learning management systems (LMS) allow for self-paced options, gamified exercises, and user-friendly designs that cater to all age groups. They can even adjust based on learning preferences.
For example, a company used gamified modules to teach both younger and older employees a new software system. The younger crowd loved the competition, while older employees appreciated the step-by-step guides included for review.
Let’s Drop the Age Bias
The bottom line you ask? Training isn’t just about learning new tools—it’s about empowering every team member to contribute. Age isn’t a hurdle; it’s a strength when you embrace the value of experience alongside fresh ideas.
When you create training that’s inclusive, engaging, and tailored to different learning styles, you’re not just improving processes—you’re building a stronger, more cohesive team. And that’s a win for everyone.
Have a great day!