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How Gen Z Reshapes Learning



„Gen Z people do not want to work anymore”, „Youngsters are getting bored easily”, „We don't know how to improve training programs for Gen Z workers” are a couple of thoughts people express nowadays. Are they stereotypes or accurate perceptions?


It is not a secret that the integration of Generation Z (Gen Z) into the workforce has become an increasingly prominent phenomenon. Born between the mid-1990s and early 2010s, Gen Z individuals bring with them a unique set of skills, preferences, and expectations that necessitate a fresh approach to training and learning within companies. As digital natives accustomed to constant connectivity and instant access to information, Gen Z workers require tailored strategies to maximize their potential and foster their professional growth.


What kind of approaches can we implement in our learning programs for Gen Z?


  1. Tailored learning opportunities. Gen Z workers value personalized experiences that cater to their individual preferences and learning styles. Employers should offer flexible training options that allow employees to pursue learning at their own pace and on their terms. Providing access to a diverse range of learning resources, including videos, podcasts, articles, and webinars, empowers Gen Z employees to choose the content and format that best suits their needs. Moreover, offering personalized feedback and mentorship opportunities can facilitate continuous growth and development.

  2. Enhanced creativity using online tools. Gen Z is a pro at creating content in a virtual environment. They are digital natives who create and consume many types of media and a proper learning opportunity would give them space and place to create social media content such as videos, podcasts, and presentations. If their creativity is used without too many boundaries, they can become very innovative.

  3. Skill development prioritization: Research reveals that 74% of Millennial and Gen Z workers are inclined to leave their jobs within the next year because they lack opportunities for skills development. Gen Z is focused on practical skills that can be used across different areas of life. Companies should prioritize providing Gen Z workers with opportunities to acquire new skills and stay abreast of emerging trends and technologies. Offering a diverse range of training programs, certifications, and workshops not only enhances the capabilities of individual employees but also strengthens the overall competitiveness of the organization. Moreover, fostering a culture of lifelong learning instills a sense of loyalty and commitment among Gen Z employees. 

  4. Competition and gamification. Gamification can supercharge training for Gen Z because, by incorporating game elements like points, levels, badges, and leaderboards into training, we capture their interest and keep them engaged throughout the process. Gamification also taps into Gen Z's competitive nature. They thrive on challenges and rewards, so by offering incentives for completing tasks or mastering skills, we incentivize them to actively participate and excel in training activities. We must not forget that, with gamified training, they receive real-time feedback on their progress, performance, and achievements, which helps them track their growth and stay motivated to reach their goals.


Final thoughts about Gen Z


Gen Z, being younger, has different priorities from older generations. For instance, they are more likely to rent and less likely to have children compared to older generations. However, age alone doesn't explain all generational behaviors, as evidenced by differences between teenagers today and a generation ago.

Gen Z seamlessly integrates technology into all aspects of their lives, living in an open-book environment where information is readily accessible and communication is borderless. The first truly global generation, Gen Z is influenced by global trends in music, movies, fashion, and food, thanks to technology and globalization. Youngsters are also extensively connected and influenced by their peers, with social media playing a significant role in shaping their relationships and opinions. Gen Z is constantly on the move, not just in terms of technology use but also in terms of changing homes, jobs, and careers at a rapid pace. In an era of information overload, Gen Z prefers visual and hands-on learning styles over traditional auditory delivery, with video content being particularly popular.


Employers need to recognize and adapt to these traits to effectively engage with and accommodate the needs of Generation Z in the workplace.



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