[100% OFF] Multigenerational Management: Gen Z, Alpha and Boomers [EN]

This course contains the use of artificial intelligence.

There are now teams with thirty-five years between the oldest and youngest member. The friction is almost never about age. It is that each side treats its own habits as the neutral default.

What that looks like day to day

Someone asks for feedback weekly and is read as needy. Someone else gives feedback annually and is read as absent. One person treats a two-year tenure as ambitious progression, another treats it as instability. Neither is wrong within their own frame, and neither knows they are operating in a frame. I have mediated several of these conversations and the same thing was true every time: both people were describing a norm and thinking they were describing a fact.

What this course actually covers

Five blocks. First, generational theory across the whole span — post-war through to Alpha — so you can tell a cohort pattern from an individual personality. Second, the youngest workers in detail: what they expect from an employer, and the full management system around them, from the offer and the hiring funnel through onboarding, continuous feedback, rewards, learning, predictive retention and the manager they will actually stay for. Third, motivation as the common denominator: the twelve engagement factors, and why incentives stopped working for everybody rather than only for the young. Fourth, difference beyond age — bias, discrimination, designing and evaluating inclusion work, and facilitating a mixed group. Fifth, feedback, which is the single skill where generational difference shows up most sharply.

A note on the first two blocks

They come from two versions of the same course and they divide the subject deliberately. The first explains who these people are; the second gives you the system for managing them. If you only need one, the first six lessons stand alone as background and the next ten stand alone as practice.

Who is teaching this

I am Mike Pritula. I built the people system at Preply as it became a unicorn, in a company whose average age dropped sharply as it grew, and I have worked at Wargaming, iDeals and Alfa-Bank. More than 1.6 million students have enrolled in my courses across 185 countries, and over 150,000 specialists have gone through my programmes. I hold PHRi and SHRM-CP certifications and represent HRCI in more than ten countries.

What is included

• Lifetime access to all 34 lessons

• Active instructor support in the Q&A section

• A Udemy Certificate of Completion

• Working material: the generational map, the value proposition canvas, the onboarding stages, the situation-behaviour-impact model, the twelve engagement factors, the six-step feedback model

• Real cases from Google, Netflix and others

Where to start

Think of the person on your team you find hardest to manage, and write down what they do that you consider unreasonable. Then ask whether it is unreasonable or simply not what you were trained to expect. Enrol now and start today.