Gen Zers define themselves by their work, and they are willing to do whatever it takes to get ahead. These individuals are digital natives who deeply value face-to-face contact.
So, what does this mean for your training programs?
It means a shift that incorporates the latest technologies, but also fulfills a desire for human contact. Your Gen Z training must acknowledge that while these new workers crave information, they also know how to find answers. They’ll be easily distracted if your training isn’t informative and engaging. So, what do you do?
1. Engage through cross-training
To engage learners, Gen Z training has to do more than match a job description. They want to continue to accumulate a variety of skills, so offer training that extends their capabilities. For example, provide your sales trainees with marketing training, and your data people with sales skills.
Cross-training also fits perfectly into a future of work. The type of diverse training programs that Gen Z demands will prepare your entire workforce for what’s to come. They’ll be more flexible, adaptable, and better positioned for the future.
2. Use videos
Gen Zers love Instagram and Snapchat, and Tiktok is one of their favorite apps. They watch an average of 68 videos a day. That means Gen Z training has to be visual. Videos are especially useful for online training, particularly when it comes to how-to instructions.
3. Create immersive learning experiences
Gen Z is not a passive generation, so training can’t be passive either. They’re independent and adept at getting the answers for themselves, and they want hands-on training they can fully immerse themselves in.
4. Leverage bite-sized learning
The real challenge of training Gen Z will be capturing and keeping their attention. Used to switching between devices (smartphone, TV, laptop, desktop, and tablet) and spending 6 to 9 hours consuming entertainment media, you’ll have to work hard for that attention.
Microlearning can help. Deliver learning in quick, tightly focused bites that can be consumed in minutes rather than hours. This type of training feeds both the Gen Z need for instant information and their wavering attention span.
5. Add a human touch to your training
Gen Z appreciates human connections, and they are masters at networking. Seventy-two percent of them actually prefer face-to-face communication at work.
Gen Z sees virtual environments as a natural way to extend their relationship with others, and so should you. Mentorship programs, either in-person or virtual, could help connect younger generations with your more experienced workforce.
Conclusion
Training Gen Z is a challenge, but meeting that challenge can have tremendous payoffs for your entire workforce and the growth of your company. Adjusting your training to meet the needs of Gen Z won’t just engage your Gen Z employees, it will help your organization prepare to be a workplace of the future.
