How long is the Managing Different Generations course?

It's made up of 5 short microlessons. Learners can finish it in one sitting or spread it over a few days, and 5Mins sends reminders until it is done.

What does the course cover?

Managing across generations from Gen Z to Boomers, bridging generational gaps as a manager, why Gen Z don't hate work but do hate bad management, talking to different generations at work, and coaching and mentoring across generations.

Who should take Managing Different Generations training?

Managers, team leads and senior leaders who lead people from different generations and want everyone on the team to thrive.

Does the course cover reverse mentoring?

Yes. It covers how coaching and mentoring can work across generations, including reverse mentoring, where younger colleagues share their skills with more experienced ones.

Can I try the course first?

Yes. Request a free sample lesson and book a short demo with our team. After your demo, we'll share sample lessons with you so you can see the format for yourself.

Managing Different Generations Training Course

What the Managing Different Generations course covers

This course covers how to lead a team that spans several generations in five microlessons. It's built for managers and team leads, and covers managing across generations from Gen Z to Boomers, bridging generational gaps, what Gen Z want from managers, how to talk to different generations at work, and coaching and mentoring across generations, including reverse mentoring.

LeadershipLeadership Development

Food technology 20

training days saved across the first-time manager cohort

13 first-time managers trained
1 hour a fortnight, instead of half-day sessions

Getting every manager into a three-hour session was near impossible, so we flipped it: bite-sized lessons first, then one hour together every two weeks. Our managers now bring me solutions, not problems.

Debra SymeChief People Officer, Ivy Farm

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LeadershipLeadership Development

SaaS 83%

less leadership training time, from 24 hours to 4 hours a quarter

100% voluntary retention
Zero drop-offs from the program

Switching to 5Mins cut our online training time from 24 hours to 4 per quarter, and our live sessions got better. We kept 100% voluntary retention and saw zero drop-offs.

Scott BrinkmeyerLearning and Development Manager, Channable

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LeadershipLeadership Development

MedTech, 45,000+ employees 50%

shorter program, from 5 months to under 3

4.4/5 program rating from participants
2 weeks between modules, instead of a month

5Mins was the missing piece in our global HR program. Releasing a module every two weeks instead of every month cut the program from five months to just under three, without losing quality.