Employers need to dramatically change the way they are delivering learning and development if they want to engage and retain Gen Z employees as they enter the modern workforce, a new report has found.
The Irish research report, prepared by the Learnovate Centre in Trinity College Dublin for WorkJuggle, is called Learning in the Age of TikTok: How Gen Z is Shaping the Future of Learning and Work.
It investigated the learning and professional development requirements of Gen Z, which usually refers to those born between the mid-1990s and early 2010s, making them the youngest generation currently entering and establishing themselves in the workforce.
The research found that effective learning and development (L&D) for Gen Z requires a fundamental shift from traditional, passive training models to a dynamic, purpose-driven and highly relational approach that delivers regular feedback.
Three core area differences between Gen Z and previous generations are highlighted in the report: they want to know why they are learning something, they want ‘bite-size’ pieces of micro-learning and they really value human-centriclearning.
Purpose. Gen Z don’t want to just learn something for the sake of it, especially if they feel it is not relevant to them. They want to know why they are learning. It has to be something that is meaningful to them and to their roles. The data overwhelmingly shows Gen Z requires learning to be anchored in purpose.
Multi-format content. The research highlighted a significant contraction in learner’s attention spans. Accustomed to the speed and variety of digital platforms, Gen Z demands micro-learning — short bite-sized information in video, image or text format.
Human-centric support. Despite their digital fluency, Gen Z highly values authentic mentoring and feedback from others. Mentorship is important to them as is peer-to-peer learning.
Gen Z are digital natives and represent the first generation to have grown up fully immersed in digital technology with their formative years shaped by smartphones, social media and on-demand access to information.
However, they show a strong preference for meaningful in-person interactions at work and consider face-to-face communication highly important and are more engaged if training is delivered by people and in person. Mentoring and opportunities to learn collaboratively are crucial. Regular updates, engagement and feedback are also important to Gen Z.
The research also shows that while social media plays a significant role in the lives of Gen Z, with TikTok one of the most widely used platforms, Gen Z’s relationship with platforms is complicated. The report – quoting previous international research – highlighted that nearly half had reported that they wished TikTok, Snapchat and X were never invented. But one key impact of TikTok has been to establish short-form video as a dominant form of content delivery.
As part of the report, a survey of Gen Z employees was conducted which found that the three main barriers to learning for this generation are: lack of time, content that is too long and content that is not engaging.
It also found that the benefits and perks that matter most to them are: work-life balance, competitive salary and career growth opportunities.
Workplace culture and values is also critical including issues like diversity, transparency, mental health supports, flexibility and autonomy.
The Learnovate Centre/WorkJuggle report was compiled from a survey of Gen Z employees, qualitative data from interviews with key L&D professionals as well as a review of existing literature.
WorkJuggle Founder Ciara Garvan says:
“The data overwhelmingly indicates that Gen Z requires learning to be anchored in purpose. The survey of Gen Z employees highlights that this cohort places a high importance on values and purpose and demands to understand not just what they are learning, but why it is relevant to their personal career trajectory, the company’s mission, and any broader social impact.
“Without this foundational context, training is perceived as obligatory, leading to low engagement. This preference for intrinsic motivation means they seek a coaching process – one that empowers them to find their own solutions and align their development with organisational goals – rather than a passive, prescriptive consultancy approach.”
Learnovate Centre Managing Director Nessa McEniff says:
“This report provides important insights for employers who are looking to hire and retain the next generation of the workforce. They need to change the way they are approaching learning and development in order to meet the needs of Gen Z. It shows that employers need to focus on the why, deliver content in multi-formats and provide regular, personalised feedback delivered in a coaching style. This learning can be consolidated with mentoring to help build their expertise and career development.
“This research shows that it is crucial to listen to this cohort of learners and incorporate their feedback into their learning experience to create a sense of ownership of their learning and maintain engagement. By taking into account the above, organisations can improve the effectiveness of training programmes not just for Gen Z but for all employees.”
Learnovate Corporate Learning Researcher and report author Frank O’Reilly added:
“The findings from our research show the traditional approach to workplace learning is failing Gen Z. While 74% spend at least one hour a week on work-related learning, Gen Zs are less likely to engage in one-size-fits-all training programmes. Instead, they show a strong preference for bite-size content and in-person training as well as peer-to-peer learning and coaching. Gen Z needs a fundamentally different model built around purpose, multi-format content, rapid feedback and meaningful mentoring.”
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