This course contains the use of artificial intelligence.

There are now teams with thirty-five years between the oldest and youngest member. The same rule motivates one and drives the other away. Here are 342 tools to lead them as one team: 213 ready-to-use question lists, procedures, templates and AI prompts, 84 models and methods, 8 services shown on screen and 37 working files.

Open a lecture, take the generational matrix, and map your team today.

Why one approach fails across generations

Gen Z leaves within a year, experienced people feel overlooked, feedback lands differently for each age, the EVP speaks to nobody in particular, and managers explain everything with stereotypes instead of a system.

What changes after this course

You see what each generation expects, the offer and onboarding work for all of them, feedback and recognition land, and managers lead with a system instead of stereotypes.

What is inside: 342 tools, counted lecture by lecture

You do not have to take this number on trust. Open any lecture and read its description: every tool inside is listed there by name.

• 71 downloadable resources: lecture presentations plus 37 working files, including a generational matrix, a Gen Z EVP canvas and a retention risk dashboard
• 213 ready-to-use tools inside the presentations:
• 46 question lists and scripts: weekly 1-on-1 agenda, quarterly career conversation, stay interview guide, young manager disagreement
• 40 step-by-step procedures: Gen Z readiness diagnostic, Gen Z EVP development, 30-60-90 retention plan, five-step conflict resolution
• 31 templates and sample documents: Gen Z employee persona, Gen Z job description, cost of turnover calculator, team communication plan
• 31 ready AI prompts: team age structure analysis, Gen Z employee persona generator, mentor matching, difficult conversation rehearsal
• 25 checklists: Project Oxygen manager behaviors, buddy mentoring, onboarding design quality, burnout recognition
• 19 scorecards, rubrics and matrices: department attrition risk map, EVP importance-strength matrix, Total Rewards gap analysis, communication channel selection
• 13 other working tools: attrition driver diagnostic worksheet, manager competency gap matrix, financial incentive decision tree, feedback stress reduction worksheet
• 8 formulas and metric sets: Gen Z workforce diagnostic metrics, onboarding metrics, motivation and wellbeing metrics, manager effectiveness metrics
• 84 models and methods explained with examples: generational cohort theory, transactional and transformational leadership, SBI feedback, reverse mentoring
• 8 services shown on screen, including Bonusly, Slack, 15Five, CliftonStrengths and VIA Survey

Where the tools are

Generations and work (2 sections, 19 tools). Generational theory, the youngest workers, leadership and wellbeing.

The management system (2 sections, 114 tools). Portrait, offer, EVP, onboarding, feedback and rewards.

Retention and the manager (2 sections, 78 tools). Learning, retention and the manager roadmap.

Motivation (2 sections, 36 tools). The common denominator, loyalty and engagement.

Beyond age (2 sections, 63 tools). Bias, inclusion, facilitation and evaluation.

Feedback and recognition (2 sections, 41 tools). Feedback across generations, loops, personality and recognition.

Who is teaching

I am Mike, the #1 HR instructor on Udemy, with 1,800,000+ course enrollments from 170,000 students, and the author of about 200 books on Amazon. I built the people system at Preply as it became a unicorn and worked at Wargaming, iDeals and Alfa-Bank across 20 years in HR. I hold PHRi, SHRM-CP and HCI sHRBP certifications and represent HRCI in Eastern Europe. I am also a founder and lead the strategy of my own academy.

Several times I had recruiters over 50 in my teams. Once I hired a woman who told me herself she was over 50 into a recruiting team where the youngest was about 20 and the average age about 27. She got along brilliantly with everyone. Earlier, at Alfa-Bank, I hired a call centre operator over 60 into a team of twenty-year-olds, and she became the heart of the team. Age differences become a problem when the system ignores them, not when people meet.

How to use the course

Start with generational theory, then build the system, retention, motivation, inclusion and feedback. Section and lecture titles show how many tools are inside, and each lecture description lists them by name.

What is included

• 36 lectures across 13 sections, 16 hours
• 71 downloadable resources: lecture presentations and 37 working files
• 342 tools across the lessons, including 8 services shown on screen
• Lifetime access to all materials
• Active instructor support in the Q&A section
• A Udemy Certificate of Completion

Where to start

Write down the age range in your team and one thing each group asks for, then open the first section. Enrol now and start your first lesson today.