The purpose of this article is to identify how learning and knowledge transfer occurs between members of different generations in the workplace. What are the learning characteristics of each generation present in contemporary organizations: baby boomers, generation X, generation Y and generation Z? What are the benefits of mentoring relationships? Which learning is more effective: that which uses human resources within the organization or when it calls on external experts? What facilitates intergenerational learning, but what hinders it? How can the knowledge and experience of "senior workers" be harnessed as they approach retirement? There are aspects that are discussed in this article.