By 2025, the World Economic Forum suggests that Gen Z will make up around 27% of the global workforce. This means they will play a crucial role in reducing the daunting skills gap currently facing so many industries.

Generation Z are different to their predecessors. They were the first generation to grow up in the digital age with information at their fingertips. They also have different interests and values. For example, they are well-educated on social and environmental issues, placing a high priority on both these things when considering a potential employer. But perhaps most significantly for employers, COVID-19 has had a substantial impact on their education and entrance into the workplace. When you consider all this, it’s no surprise, that this generation is looking for something very different in a career than those that went before them.

Employers must learn how best to appeal to those starting out in their career, and cater to these changing demands, or risk losing out on a whole generation of talent in an already tight labour market.

So, what are Gen Z’s workplace priorities?
Our own research has shown a huge difference between what young people look for in a career compared to their more experienced counterparts. The cost-of-living crisis seems to have had less of an impact on Gen Z, with only 42% of 16-34 years olds choosing salary as their primary motivator, compared to 52% of employees aged 45 and over.

Instead, young people look for training opportunities within a role. This is likely due in, in part, to the ‘education gap’ so many are feeling following on from years of studying remotely during national lockdowns. Over 25% of employees aged between 16-34 claim that training and development is most important to keep them engaged in their role.

What’s more, over two thirds of 16–34-year-olds claim that it improves their commitment to their employer – the highest of any age group – and 75% say it increases their job satisfaction. In general, if Gen Z feel invested in through ongoing training, they will be more engaged, which will have a knock on effect to the success of the business.

How to implement training that resonates
Treating training as a tick-box task will not be satisfactory to a savvy generation who have clear ambitions. They require effective, engaging learning which will aid their career progression, or they’ll walk.

Our research demonstrates that young people have a very clear idea about how they like training to be delivered. The vast majority prefer face-to-face learning, with just 17% favouring online training in isolation.

These preferences tally with what we know about effective learning methods. Multiple scientific studies have investigated the best way to learn, all coming to the same conclusion: for learning to be effective, the skill needs to be practised regularly over a long period of time. This is especially true for those in vocational roles which require practical skills and often take place in high-risk environments. Training which is purely computer-based just doesn’t create impactful, long-lasting learning.

Whilst training and development, particularly in-person sessions, can often take a backseat when things get busy, this is a risky strategy, given the huge importance young employees are placing on development. Instead, HR professionals should seek ways to streamline the process to make it as efficient and effective as possible. For instance, utilising training software which combines face-to-face and online learning, allows employers to take a digital approach to the coaching, planning, training, measuring and assessment aspects of skills development, freeing up valuable time and resources which can be spent delivering vital in-person training.

Micro-learning is another great strategy for time-poor teams. Breaking educational materials down into short modules means that training can be easily slotted in around day-to-day responsibilities. Plus, it makes the content easily digestible and works incredibly well for younger employees who are used to consuming their information in short bursts.

Gen Z are the future workforce, and it’s vital that employers adapt quickly to their unique values and expectations, or risk falling behind in the fight for talent. We’re all striving for an engaged, loyal and highly skilled workforce, and it’s not out of reach if employers work to create a culture which fosters growth and learning amongst the whole team.

https://cloudassess.co/ca-blog/workplace-skills/employee-training-methods/