Gen Z employees are the new kids on the block. They are unlike any other generation before them. What makes Gen Z unique? For starters, they are incredibly digital natives. They have never experienced a world devoid of cell phones or the internet. They grew up with social media and constantly using technology.
As a result, Gen Z has a very different view of work and employment. They don’t see jobs as lifetime commitments. Instead, they see them as opportunities to learn and develop new skills. They are willing to switch jobs frequently to gain new experiences. They also values learning and development more than any other generation. They want to be constantly learning and growing.
Employers need to change the way they view Gen Z employees. They can’t just treat them as younger versions of older generations. Instead, they need to provide better learning and development opportunities.
In a few years, Gen Z will be joining the workforce. So it’s crucial to start thinking about creating an engaging corporate learning experience for them now. Many employers are still trying to figure out how to engage millennials, and Gen Z is a different ballgame.
If you look at the educational trends, you can get some clues. Social media, games and video-sharing platforms have exploded in popularity among them. They are the ones who have adopted these technologies and integrated them into their daily routines.
Also Read: Boomers, Millennials, and Gen Z. How to address the learning needs of each generation?
What Works In Corporate Learning For Gen Z?
Also, Gen Z employees learn best by doing. They want to be engaged and interactive. They want to apply what they learn in the real world. So it makes sense that corporate learning should also embrace these technologies and focus on gamification and experiential learning.
Another trend that is popular with Gen-Z is social learning. They learn from others through social media and other internet applications. Employers can take advantage of social learning by creating social engagement platforms for their employees. These could include forums, discussion boards, and even social media groups.
Video is another popular medium with Generation Z. They are used to watching videos on YouTube and other platforms. So it makes sense to use video-based learning in corporate training. Creating short, easy-to-digest videos that teach employees new skills is the way forward.
Gamification is another trend popular with Gen Z. This involves using game-based mechanics in learning and training. Gamification can include awarding points for completing tasks, giving badges for hitting milestones, and setting up leaderboards. Gamification can make learning more fun and engaging for them.
As mentioned earlier, Gen Z employees learn best by doing. So employers should focus on providing experiential learning opportunities. It also means giving them the freedom to attempt new things and providing feedback so they may learn and develop. This might involve allowing employees to work on real-world projects, providing hands-on training, or even allowing them to travel.
L&D Strategy for Gen Z.
Now that we’ve looked at some of the things that work with Gen Z, let’s take a look at how to create an L&D strategy for them.
1. Embrace new technologies: As we’ve seen, Gen Z is very comfortable with new technologies. So employers should make use of these technologies in their L&D strategy. This could involve using social media, video-sharing platforms, and other online tools.
2. Use gamification: Gamification is a great way to engage them in learning. Employers can use game-based mechanics to make learning more fun and exciting.
3. Provide experiential learning opportunities: Gen Z employees learn best by doing. So employers should focus on providing experiential learning opportunities. This could involve giving them the freedom to attempt new things, providing hands-on training, or even allowing them to travel.
4. Use social learning: Social learning is popular with Generation Z employees. Employers can take advantage of this by creating social learning platforms for their employees. These could include forums, discussion boards, and even social media groups.
5. Use video-based learning: Video is a popular medium with Generation Z. Employers can use video-based learning in their L&D strategy by creating short, easy-to-digest videos.
6. Focus on real-world projects: Employers should focus on giving Gen Z employees opportunities to work on real-world projects. This will give them the chance to apply their skills and knowledge in a practical setting.
7. Allow them to travel: Employers should allow them to travel and experience new cultures. This will help them develop their skills and knowledge.
The Bottom Line.
Generation Z employees are a different breed. They want to learn and grow constantly. They embrace new technologies and prefer social and experiential learning. So employers need to change the way they view L&D and focus on using these new technologies and methods. Only then will they be able to create an engaging corporate learning experience for Gen Z.