Generation Z, born between 1997 and 2012, is rapidly entering the workforce. Known for their technological prowess, a preference for flexibility, and a strong inclination toward values and purpose-driven work, Gen Z employees bring fresh perspectives and expectations to the workplace. One of the most significant areas where these employees’ desires stand out is their approach to training and development programs. For businesses to attract, engage, and retain this emerging workforce, it is crucial to understand Gen Z employees’ specific needs and preferences regarding learning and development.

This article will explore what Gen Z employees seek in training and development programs. We will also discuss why these preferences matter, the importance of aligning training with their values, and how organisations can design effective programmes to meet these needs.

The Gen Z Work Ethic and Mindset

Before discussing the specifics of training and development expectations, it is essential to understand Gen Z’s broader characteristics and work preferences. This generation has grown up in a digitally connected world with constant access to technology, information, and social media. They are used to on-demand resource access, self-guided learning, and multitasking. Consequently, how they approach work and education is highly influenced by the technological advancements and cultural shifts they’ve experienced.

Here are some key characteristics of Gen Z employees:

Tech-savvy

Gen Z is the first generation to grow entirely in the digital age. They are comfortable with technology and expect to use it extensively at work. For them, digital tools and platforms are not just a convenience—they are essential for productivity and learning.

The desire for Flexibility

Gen Z values work-life balance and flexibility highly, unlike previous generations. They are attracted to companies that offer remote work options and flexible schedules. They are also likely to appreciate training and development programmes that can be accessed on their terms, whether that’s through mobile apps, online courses, or self-paced learning modules.

Purpose-driven

Gen Z employees are more likely than previous generations to seek out employers whose values align with their own. They want to work for companies prioritising sustainability, diversity, and social justice. As such, they expect training programs to reflect these values by promoting inclusive practices and offering opportunities for employees to grow in areas that contribute to the greater good.

Lifelong Learners

Gen Z sees education as an ongoing, lifelong process. They value opportunities for continuous improvement and upskilling. As technology rapidly evolves, they want the latest knowledge and skills to stay competitive.

Gen Z Employees Want in Training and Development

Gen Z employees have specific expectations regarding training and development based on their unique characteristics and mindset. Employers who fail to meet these expectations risk disengaging this highly valuable workforce. Below are the key aspects Gen Z employees look for in training and development programs:

Technology-Driven Learning

Given Gen Z’s comfort with technology, it should be no surprise that they expect training programmes to be tech-driven. Traditional classroom-based training is no longer appealing to this generation, which prefers digital platforms that allow for learning on the go and in their own time.

Gen Z employees are accustomed to engaging with interactive and visually rich digital content. They expect training programmes to integrate a range of modern learning tools, such as:

Mobile Learning

Gen Z expects to access learning materials from smartphones and tablets. Mobile-friendly platforms and apps that allow employees to complete courses and engage with content at their own pace are highly desirable.

Microlearning

This approach involves breaking down information into small, digestible chunks that can be completed in short bursts. Gen Z employees appreciate the ability to consume information in manageable segments, as they have short attention spans and are accustomed to rapid content consumption.

Gamification

Incorporating game-like elements, such as points, rewards, and leaderboards, into training programmes is another way to engage Gen Z. Gamification adds an element of fun and competition to learning, which can increase motivation and engagement.

Virtual and Augmented Reality

As virtual and augmented reality (VR and AR) technologies become more prevalent, Gen Z employees will expect organisations to leverage these tools for immersive, hands-on training experiences. VR and AR can simulate real-world environments, allowing employees to practise skills in a safe and controlled space.

Personalised Learning Paths

Gen Z values individuality and personalisation in every aspect of their lives, which extends to their professional development. They want training programs that cater to their unique needs, interests, and career goals.

Rather than a one-size-fits-all approach, Gen Z expects employers to offer:

Tailored Content

Programmes should provide content relevant to the employee’s role, career path, and professional interests. For example, employees in technical roles might prefer training that focuses on new software tools or programming languages. In contrast, those in customer service may want to focus on communication skills or conflict resolution.

Self-Paced Learning

Gen Z employees will likely appreciate the ability to complete training at their own pace, choosing when and where to engage with the content. Self-paced learning allows employees to balance their work responsibilities with their learning objectives, making it a flexible and personalised option.

Skill Development

Gen Z employees are eager to develop complex and soft skills. A well-rounded training program that includes technical skills, emotional intelligence, problem-solving, and leadership training will benefit this generation.

Opportunities for Growth and Advancement

One of the most significant factors that Gen Z employees look for in training and development is the opportunity for career growth. They want to know that the skills they acquire through training will lead to tangible career advancement opportunities.

To meet this need, organisations should:

Offer Clear Career Paths

Gen Z employees want to see a clear link between the training they receive and their career progression. Training programmes should highlight how the skills learned will contribute to promotions, raises, or new responsibilities.

Mentorship Programs

Gen Z values mentorship and learning from experienced colleagues. A training programme that incorporates mentorship opportunities, either formal or informal, can help bridge the gap between training and real-world application. Mentorship fosters a sense of connection and growth within the company.

Leadership Development

As this generation rises, many will seek training that helps them develop leadership skills. Providing opportunities for Gen Z employees to take on leadership roles in projects or initiatives will build their confidence and prepare them for managerial responsibilities in the future.

Continuous Feedback and Support

Gen Z employees expect ongoing support and feedback from their managers and peers, especially in the context of training. They are used to receiving constant updates and notifications, so they expect training programs to provide similar levels of feedback.

To meet this expectation, organisations should:

Frequent Check-ins

Gen Z employees want regular feedback on their progress instead of waiting for annual performance reviews. Managers should provide real-time or frequent check-ins to discuss progress, address challenges, and offer constructive criticism.

Coaching and Support

Training should not be a one-time but an ongoing process. Coaching and support throughout the learning journey ensure that Gen Z employees feel supported and confident in their ability to apply new skills.

Peer Feedback

Gen Z employees value collaboration, so peer feedback is also essential. Encouraging employees to provide feedback on each other’s progress during training fosters a sense of community and allows for shared learning experiences.

Diversity and Inclusion

Diversity and inclusion are paramount to Gen Z, a generation that strongly emphasizes social justice and equality, both in the workplace and beyond. Training programs prioritising diversity, equity, and inclusion (DEI) will resonate strongly with Gen Z employees.

Organisations should:

Incorporate DEI Training

Training programmes should include modules that address unconscious bias, inclusivity, and cultural competence. This helps create a more inclusive workplace and demonstrates the organisation’s commitment to the values that matter to Gen Z employees.

Offer Diverse Perspectives

Gen Z employees are more likely to engage with training that offers diverse perspectives, whether through guest speakers, case studies, or materials that highlight various cultural viewpoints.

Impactful Learning that Aligns with Values

Finally, Gen Z employees want to engage in training and development that aligns with their personal values and the organisation’s social impact. They are motivated by purpose-driven work and expect training programmes to reflect these priorities.

To appeal to this mindset, organisations should:

Align Training with Company Values

Gen Z employees are likelier to engage in training programs reflecting the organisation’s commitment to sustainability, ethics, and social responsibility. Offering training focusing on the broader impact of work, such as corporate social responsibility (CSR) initiatives, can help reinforce the values of the organisation and the individual employee.

Encourage Social Responsibility

Many Gen Z employees want to use their skills to impact the world positively. Providing opportunities for employees to volunteer, contribute to social causes, or participate in CSR projects as part of their training will enhance their sense of purpose and loyalty to the organisation.

Conclusion

Gen Z employees represent the future of the workforce, and their expectations for training and development are transforming how organisations approach professional growth. Employers who want to attract and retain this generation of talent must be willing to adapt their training programs to meet their unique needs. This includes offering flexible, tech-driven learning platforms, personalised learning paths, opportunities for career advancement, ongoing feedback, and a commitment to diversity and inclusion.

By aligning training programmes with Gen Z’s values and expectations, organisations can ensure that they are investing in their employees’ growth and fostering a more engaged, motivated, and productive workforce.