Page 50 - Ideal Roadside Guide to Managment

Employee Development Planning
26
Preference by Age
The diagram below shows how different age groups ranked the different types of development opportunities in importance.
≤ 25
1. Tuition reimbursement
for college credit
2. Coaching from
boss
3. Internal company
training
4. Mentoring
programs
5. Shadowing
opportunities
6. Multi-day
conferences
7. One-day
conferences
8. Coaching from a
team member
9. Online courses
10. Allotment for
resources
11. Webinars
26-35
1. Tuition reimbursement
for college credit 2. Coaching from
boss
3. Mentoring
programs
4. Internal company
training 5. Multi-day
conferences 6. Shadowing
opportunities 7. One-day
conferences
8. Online courses 9. Allotment for
resources
10. Coaching from a
team member 11. Webinars
36-45
1. Tuition reimbursement
for college credit 2. Internal company
training
3. Coaching from
boss
4. Multi-day
conference
5. Online courses 6. Mentoring
programs 7. One-day
conferences 8. Allotment for
resources 9. Shadowing
opportunities 10. Webinars
11. Coaching from a team member
46-55
1. Internal company training
2. Tuition reimbursement
for college credit
3. Multi-day
conferences
4. Coaching from
boss
5. Online courses
6. One-day
conferences
7. Mentoring
programs
8. Shadowing
opportunities
9. Allotment for
resources
10. Webinars
11. Coaching from a team member
56-65
1. Internal company training
2. Online courses 3. Tuition
reimbursement
≥ 66
1. Internal company
training 2. One-day
conferences
3. Online courses 4. Coaching from
for college credit
4. One-day boss
conferences
5. Coaching from
boss
6. Multi-day
conferences 7. Mentoring
programs
8. Allotment for resources
9. Shadowing opportunities
10. Webinars
11. Coaching from a
team member
5. Shadowing opportunities
6. Tuition reimbursement
for college credit 7. Coaching from a
team member 8. Multi-day
conferences 9. Allotment for
resources 10. Webinars
11. Mentoring programs
Interesting Findings by Age
• Sixty-four percent of employees 25 years old and younger reported tuition reimbursement for college credit as given too infrequently. As age increased, those feelings decreasd.
• Compared to the youngest and oldest employees, those ages 26-65 believed coaching from their boss was too infrequent.
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• As age increased, so did interest in webinars. Employees ages 46 and older were almost three times more likely than employees ages 25 and younger to show interest in webinars.
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