Today’s adult learners are a unique breed, especially when it comes to job training in the tourism industry. They’re a far cry from teenaged workers. In fact, adults can be harder to train.
Learning styles change as one gets older and has been exposed to different work and life experiences. "Adults are not sponges anymore," says Olivia McIvor, an expert in human resources training. "They have a lot of life and work experience, which means they may be inflexible because they know a lot."
That doesn’t mean training for adults is hopeless. Quite the opposite. If you understand the needs and interests of adult learners, training will be a successful exercise. Here are some key points to note.
Respect experience
Adults bring a wealth of expertise to your business. Through previous work positions, they bring a foundation of life experience to their jobs. Your training should reflect this.
Before your training, ask them what specific experience they have in the area. Assess what they know and don’t know, and cater your training to fill particular knowledge gaps—such as operating a computer system or offering great customer service.
"Never assume they know things just because they’re older," says Olivia. Some adults need to learn about new ways of service or management. At the same time, avoid teaching them things they already know. That insults their experience.
Set goals
Adults are more goal-oriented than teenagers. Ensure them that your training sessions include objectives. You may even say at the outset, "Today, in the next two hours, we’ll look at our customer service techniques." Outlining what will be covered sets adult learners at ease.
"They also respond positively to well-prepared training times that cover relevant information—things that can be applied to their work," adds Olivia. In many ways, adults are no-nonsense learners who say to themselves: "Teach me what I need to know, and why it’s applicable to my job."
Seek participation
Your adult workers want to share their knowledge. So let them. Elicit responses that draw out their expertise, such as, "Tell us about how you’ve handled a difficult customer. Share a successful experience you’ve had." Effective training recognizes that adults often learn collectively from each other. "These kinds of conversations break down barriers to learning," adds Olivia, "and they motivate employees because they feel they’re included as part of the training."
Build rapport
Adult learners value a friendly environment. So from the outset, the training leader needs to build rapport with the employees by setting an open, responsive tone. That means showing concern for each learner, understanding the variety of their responsibilities, and knowing that every one is motivated differently and comes with accumulated stories of success.
Offer affirmation
Beyond that, the trainer can offer positive reinforcement. Some adult learners bring fear to their training, or they show inflexibility. By sharing affirmation, the trainer encourages learning. Say things like, "Thank you for sharing your expertise. That was a valuable insight. I’m sure everyone learned something from what you’ve just said."
Move ahead
With these few tips, you can offer training that respects the unique needs of adult learners, and values their expertise. At the same time, you’ll create a healthy workplace where workers are conscientious, productive and teachable—which will make your business fly.
