As a member of Generation Z, I’m about to make the transition from school and part-time jobs to the ‘real’ workplace. I’m excited to enter the workforce, but also a bit nervous about what to expect. Gen Z is a diverse generation with a wide range of interests, skills, and experiences, and we have different needs and expectations when it comes to the workplace and corporate eLearning.
Let me tell you, we’re not like any generation that’s come before us. We’ve grown up with technology at our fingertips, and we’re not afraid to use it. We’re a generation that expects more from our employers than just a paycheck. We want to feel like we’re part of something bigger than ourselves, and we want to work for companies that share our values.
So, what can large organizations do to welcome GenZ with open arms?
One of the most important things that companies can do to welcome Gen Z is to offer opportunities for skills growth and development. I have big aspirations, and so do my peers. We want to feel like we’re learning and making progress in our careers, and we value employers who invest in our personal and professional development. This can take many forms, from mentorship programs and on-the-job training to workshops and online courses. The key is to make learning and development a priority and to provide resources that are accessible and relevant to our interests and career goals.
But before I share my thoughts on how to revamp your company’s eLearning with my generation in mind, it’s essential to understand what makes us different than millennials and boomers.
Inclusivity and diversity are really important
We don’t want to be told about your culture, we need to see it reflected IRL.
Gen Z is a generation that values inclusivity and diversity, and we want to work for employers who share these values. We want to feel like we belong and that our voices are heard, regardless of our background or identity. Organizations that prioritize inclusivity and diversity are more likely to attract and retain Gen Z employees, and they’re more likely to be successful in a global marketplace that values diverse perspectives and experiences.
We want flex work
My mom is a workaholic Senior Millenial – but my generation is not buying into this hustle culture. We value flexibility and work-life balance.
We want to be able to work from home or have a flexible schedule that allows us to pursue other interests and obligations. Organizations that offer flexible work arrangements are more attractive to Gen Z, and we’re more likely to stay with employers who value our time and prioritize our well-being. This doesn’t mean that we’re not willing to work hard and be productive, but we appreciate employers who recognize that we have lives outside of work and that we value autonomy and independence.
We live online and in real life simultaneously
As a Gen Z-er, I’m used to being able to access information on my phone anytime, anywhere. I know where my friends are at any moment, and I am seldom offline.
We want to work for organizations that are forward-thinking and embrace new technologies and ways of working. This means investing in digital tools and platforms that make our jobs easier and more efficient, and it means being open to new ideas.
How large organizations can adapt their eLearning and development programs to better cater to our generation:
Make learning accessible and engaging
Let’s face it, traditional classroom learning can be pretty boring. But if you add some game-like elements to it, suddenly it becomes a lot more fun. That’s why I think learning and development programs should be gamified whenever possible.
Gen Z has grown up with technology and digital media, and we expect our learning experiences to be accessible and engaging. Traditional classroom-style learning may not be the most effective approach for us. We often prefer to learn at our own pace and on our own terms.
eLearning authoring tool, on the other hand, offers the flexibility and interactivity that Gen Z crave. These platforms can be accessed from anywhere, at any time, and they can be customized to suit individual learning styles and preferences. They can also include interactive elements such as videos, quizzes, and simulations that make the learning process more engaging and immersive for us.
Personalize the learning experience
Gen Z is a generation that values personalization and individuality, and we want our learning experiences to reflect that. One way that large organizations can adapt their learning and development programs is by offering personalized learning paths that are tailored to each employee’s interests, skills, and career goals.. Personalized learning experiences can help Gen Z employees feel more invested in their own growth and development, and they can also help organizations retain talent by offering opportunities for career advancement and skill-building.
Emphasize peer-to-peer learning
Gen Z is a generation that values collaboration and social connection, and we want our learning experiences to reflect that as well. Peer-to-peer learning is a powerful tool for Gen Z, who often prefer to learn from their peers and colleagues rather than from traditional authority figures. eLearning platforms can be designed to facilitate peer-to-peer learning by including discussion forums, group projects, and virtual mentoring programs. By emphasizing peer-to-peer learning, organizations can tap into the collective wisdom and expertise of our generation.
Offer microlearning opportunities
Gen Z is a generation that values efficiency and productivity, and we want our learning experiences to reflect that too. Microlearning is a form of e-learning that emphasizes short, focused learning experiences that can be completed in a few minutes or less. This approach is well-suited to our preference for bite-sized information.
Microlearning can take many forms, from short videos and podcasts to quizzes and games. By offering microlearning opportunities through an online microlearning platform, organizations can help Gen Z employees stay engaged and productive while also building their skills and knowledge.
By making learning accessible and engaging, personalizing the learning experience, emphasizing peer-to-peer learning, and offering microlearning opportunities, large organizations can adapt their learning and development programs to better cater to Gen Z’s needs and expectations. E-learning can help organizations retain talent, build a culture of collaboration and continuous learning, and stay competitive in a rapidly changing world.
So, there you have it. These are just a few of the things that I think large organizations can do to revamp their learning and development programs to suit Gen Z’s learning style. Of course, every company is different, and what works for one may not work for another. But if you’re looking to attract and retain the best and brightest from my generation, these are the kinds of things you should be thinking about.
If you’re interested in learning more about how to create a workplace that’s welcoming to Gen Z, I’d encourage you to check out itacit.com. They help companies create learning and development programs that are engaging, effective, and fun. Thanks for reading, and I hope this article has given you some food for thought!
