By Gary Dawson & Sam Borsari
Generation Z is officially in the workforce—and they’re rewriting the rules of workplace learning. Born between 1997 and 2012, Gen Z brings a unique set of expectations and values that challenge traditional training models. To attract, engage, and retain this emerging talent pool, employers must rethink how they deliver development opportunities.
Gen Z employees crave flexibility, digital-first experiences, and development that aligns with their personal goals and values. Having grown up with smartphones and social media, they are highly comfortable with on-demand, self-directed learning. They prefer concise, actionable content over lengthy seminars—think mobile-friendly videos, podcasts, and interactive modules they can engage with on their own time.
Additionally, Gen Z wants to know why they are learning something. They are more likely to engage with training that is directly tied to a purpose—whether it’s professional growth, social impact, or personal fulfillment. Career pathing and real-time feedback are also critical: this generation expects transparency and frequent guidance on how to move forward in their roles. Static job descriptions and annual reviews won’t cut it—Gen Z thrives on regular performance conversations and clearly mapped opportunities for advancement.
With talent shortages persisting across industries, employers can’t afford to take a one-size-fits-all approach to workforce development. Engaging Gen Z through modern training methods—like microlearning, gamified content, peer-to-peer learning, and mentorship—can significantly increase participation, satisfaction, and retention.
Gen Z wants to understand how their current role fits into the bigger picture and what steps they can take to advance. Companies that succeed in adapting to these expectations will not only attract young talent but also build a more agile, future-ready workforce.
The Learning and Development team at EANE Is here to assist our members by assessing their current training approach, discuss emerging technologies available, and share best practices. Investing in modern learning isn’t just a benefit, it’s a strategic move for long-term growth.
Sources:
- SHRM: Gen Z in the Workforce
- LinkedIn Learning: Gen Z Workplace Trends
- Managing Gen Z at Work: 9 Strategies and Tips for Today’s Leaders | Franklin Covey
Further Reading: