Engaging Gen Z Learners: Tools and Tips

With five different generations in the workplace, creating effective training materials and optimal learning experiences for all learners can be challenging. Though each generation may have different communication styles, learning preferences, expectations, and experiences, L&D professionals must design and deliver training that respects and values the strengths of each learner. The five generations in the workplace are:

• Generation Z (1997 to 2012)
  
• Millennials (1981 to 1996)
  
• Generation Xers (1965 to 1980)
  
• Baby boomers (1946 to 1964)
  
• Silent generation (born between 1928 and 1945)

Gen Z learners were born in a world where communicating through technology is normal, and they frequently spend time online learning independently (Nicholas, 2020). They grew up using Wikipedia, YouTube, Google and many other platforms to learn new information. A 2020 LinkedIn study revealed that the number of Gen Z learners on LinkedIn Learning increased by two and a half times in 2020, compared to 2019, representing the highest increase of any generation. 

This study also found:
● 83% of Gen Zs want to learn skills to perform better in their role.
● 73% of Gen Zs want to learn about a topic they are personally interested in.
● 76% of Gen Z employees believe that learning is the key to a successful career.
● 69% of Gen Z learners will spend time learning if it can help them perform well in their current jobs.

So the good news for L&D professionals is that there is an audience eager to learn and be engaged if we provide the right learning solutions and environment. It helps to consider the learning preferences of Gen Z learners to help create that ideal learning solution and environment. According to research by Kovary and Pearson (2017), Gen Zs have the following top five learning preferences:

1. Self-directed learning, i.e. having input into what and how they learn.
2. Collaborative problem solving, including connecting across their organization.
3. Practical, real-world learning that meets just-in-time learning needs.
4. Integration of external information sources to make sure content is current and “provides a fresh perspective.”
5. Using technology to improve ease, speed, and collaboration in learning.

What might this look like in the workplace?

Self-directed learning: In the YouTube era, when individuals can choose between several videos on any learning topic, allow Gen Zs to have autonomy to choose their own learning path. For example, bundling similar microlearning modules on Communication Skills in an LMS and allowing learners to choose their own modules is one way to provide self-directed learning that gives learners flexibility and autonomy. Also consider giving learners options by providing various resources to learn on their own; this could be downloading an article, watching a video, or taking an eLearning course.

Collaborative problem solving: Create learning experiences that allow connections and social learning. Applications such as Microsoft Teams provide channels to discuss learning points, suggest solutions to problems and challenges,  or post images demonstrating application of learning. Gen Zs use social media to engage with their community; learning professionals can use similar methodologies to engage Gen Z learners. 

Practical, real-world learning: Make learning content relevant to the Gen Z learner’s role or career goals. Gen Z learners tend to focus on career growth and on social and world issues that matter to them. Develop learning that is directly linked to these areas.    

Integration of external information sources: Create learning experiences that include guest speakers from outside the organization or learning from external groups related to the learning topic. 

Technology: Consider learners’ use of mobile devices. Gen Z learners tend to be tech savvy and likely use smartphones or tablets daily.  They may expect to access learning materials at any time that’s convenient for them.  Ensure that your LMS and eLearning courses are responsive and compatible on mobile devices. Consider using applications such as Kahoot or Mentimeter for a fun and interactive quiz during sessions. 

If you have an audience of mostly Gen Z learners, here are some additional practical tools and tips that may help when you are designing or delivering learning.

• Show Gen Z learners that you also care about their personal passions by including both work-related learning topics and ones that are related to their personal, social, or professional interests. This is one way to engage Gen Z learners.  
  
• Create highly visual bite-sized/microlearning courses to maintain the learner’s attention. 
  
• Use a variety of media. Gen Z learners interact with various media daily and may want to learn using text, image, video, audio, or a combination of these. Also, consider social media for encouraging feedback to lessons, sharing messages on social media, or even promoting courses.

As Generation Z learners continue to enter the workplace, L&D professionals will need to evolve learning strategies to meet these learners’ needs and expectations. Continually find out how your participants want to learn, then adapt to support an engaging learning experience. 

What experiences have you had as a Gen Z professional or learner, or as someone who trains Gen Z employees?  If you are an I4PL member, sign in to add your comments! 

Sources:

Kovary, G. and Pearson, R. (2017). Gen Z: A Generation to Look Up To, 2017 Gen Z National Survey. n-gen People Performance Inc.  

Nicholas, A. (2020). Preferred Learning Methods of Generation Z. Salve Regina University.

Van Nuys, A. (Ed.). (2021). LinkedIn Learning’s 5th Annual Workplace Learning Report. LinkedIn Learning.

Tags:  diversity and inclusion  Gen Z  Generation Z  trends