Gen Z is reporting for duty: How to keep them engaged with tailored training

Discovering what motivates Gen Z in the workplace

It feels like the older members of Gen Z – the cohort born between 1997 and 2012 – were learning their ABCs just a moment ago. But now, they’re entering the workforce and climbing the career ladder. 

With this shift comes a new outlook on work. Data suggests organizations are struggling to engage and hold onto this vital group of employees. They’re more likely than other generations to feel ambivalent about work, and 54% report not feeling engaged. Many also experience a lack of connection to their employers, managers and colleagues.

Ensuring they thrive in their roles requires moving past Gen Z stereotypes. It’s important to believe that they have a desire to succeed and want to be ready for the future of work. Start by adopting a new mindset focused on providing support and encouragement so you can turn Gen Z career goals into accomplishments that benefit your organization.

“Gen Z employees expect a promotion every 18 months…Given these expectations, upskilling and career pathing are a must…Therefore, HR must facilitate upskilling that enables employees to move to a new individual contributor role that increases their pay and broadens their experiences,” says Kimberly Williams, the CEO of learning software company Absor.

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Creating a young talent development program that works

Fortunately, it’s not all doom and gloom when it comes to Gen Z. Though they might not be excited about a traditional work life, they still value career growth. They also have an innate sense of curiosity and a desire to learn that goes beyond a simple wish to be well-rounded.

According to the World Economic Forum, 65% of Gen Z workers believe that they will need to upskill or reskill at least once in the next 5 years. This means they view development as a requirement for succeeding in a world that’s always changing, and now it has to be a priority if they want to move forward. 

However, PwC reports that only 44% of the Gen Z workforce believes that their employers give them access to the learning they need. This figure might seem alarming, but it also represents an opening. By providing quality upskilling programs, organizations can make headway in the war for talent and close the skills gap. They’ll also be able to attract people who value personal development, transforming them into more valuable team members.

Tricia Drake of training and coaching company EOS Worldwide, believes that even entry level employees need the opportunity to become leaders.

“Developing a leadership mindset is a crucial aspect of this professional growth, encompassing qualities like maturity in facing challenges, a continuous growth mindset, critical thinking, decisiveness, purpose-driven action, and a strong goal orientation,” she says.

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Training Gen Z employees and meeting them on their terms

When it comes to guiding career development for members of Gen Z, put personalization first. A cookie-cutter approach won’t work. Employers need to prioritize rapid evolution and creation of programs that answer their unique demands and meet them where they are. 

Essentially, focus on the good things about Gen Z. Don’t succumb to worries about their shortcomings. There’s plenty to be excited about! But if you’re not sure where to get started, review some helpful tips focused on Gen Z career development.

• Help them discover their boundaries and learn to communicate them clearly. Gen Z believes in taking a balanced approach to work and puts mental wellbeing first. Showing them how to do this – while giving their best to their role – will set everyone up for success.
• Provide them with room to learn, grow and expand their abilities. As digital natives, members of Gen Z often have impressive tech skills. Encourage them to build on these, and combine them with soft skills that help them connect with others and really make an impact. 
• Give them chances to determine their responsibilities and put their skills to use. Don’t hold back Gen Z workers. When they want to take responsibility, show them the way and tell them to make the most of what they’ve learned. ‍
• Encourage them to contribute and provide recognition for a job well done. Though they crave work-life balance, the Gen Z work ethic is strong. Cheer them on when they look for chances to make a difference and offer praise for their successes. After all, everyone likes to hear a few kind words when they excel.

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Curating young talent development for Gen Z

When designing training programs for Gen Z, focus on diversity. That means making space for different perspectives, backgrounds and learning styles. It’s all about inclusivity, and it needs to be genuine. An inspirational poster with the word “diversity” won’t cut it.

Training programs should also be modern and purpose-driven. The days of sending people to a hotel conference room for a day of lectures and PowerPoint presentations are over. Seek out trainings that connect skills and knowledge with their roles and larger goals. 

Unsurprisingly, a generation accustomed to TikTok (where many Gen Z people go for career advice) and social media scrolling demands more from learning experiences. Programs should be dynamic, incorporating media, activities and chances to interact. Flexibility is also key. Ideally, there should be online and in-person elements. Anything that can be done in the flow of work is ideal. After all, life is busy and setting aside large chunks of time can be hard. Gen Z wants the ability to do things when they’re on the move. 

Though determining what Gen Z wants in a career and helping them develop requires providing guidance, members of this group also crave autonomy. Learning and growing should happen on their terms whenever possible, and should feel empowering, not condescending or forced. After all, learning works best when people are receptive and excited. If your team members are attending training sessions only for the sake of ticking a box, the impact will be minimal. 

Addressing the Gen Z skills gap

Despite the negative perceptions of Gen Z in the workplace, a deeper look shows that the positives outweigh the perceived negatives. They’re tech-savvy, ready to learn, and value impact. For any L&D professional, that’s an ideal target group. 

But to keep them from seeking new roles elsewhere, you need to find a fresh approach to talent development. Embrace Gen Z work values. Offer programs focused on the needs and desires of young talent, with an eye on helping them become leaders. Make sure learning opportunities don’t intrude on their personal time, and fit into their already busy schedules. Remember to seek out options that include everyone, and account for factors like gender and neurodiversity.

Don’t forget to take a deep breath, either. Finding programs that meet all of these wants and needs can be challenging, but it’s worth the effort to get something that truly connects with Gen Z learners. Wencke Blömker, Lepaya’s Head of Learning Strategies and Portfolio, says members of this generation “value workplaces that accommodate flexible working patterns that allow them to live their lives and pursue their passions outside of the traditional 9-5 structure. For learning, this means that they prefer a mix of live, virtual and self-paced elements. Basically, multiple routes to the same end.”