Generation Z learns differently: they prefer short forms, visual education, action instead of lectures, and instant gratification. The keys to effective training are microlearning, gamification, self-learning and practicality. Companies need to adapt development programs to meet new expectations - it's no longer an option, it's a necessity.
\r\nGeneration Z, i.e. people born after 1997, is becoming more and more closely associated with the job market and vocational education. But how do they actually learn? What are their educational needs, preferences and challenges? This article examines current research and practices on Gen Z's learning style - from the perspective of HR, trainers and team leaders.
\r\n\r\nFor years, we have been designing and implementing training programs that have successfully supported the development of employee competencies in many industries. However, with the emergence of a growing Generation Z, we have noticed that previous methods are not as successful as before. Participants in this age group tend to be less engaged, get distracted more quickly and expect other forms of communication.
\r\nOur experience shows that, especially in homogeneous training groups consisting mainly of Gen Z, the preferences of this generation become very pronounced and require adjustments to the form, structure and pace of the classes. Interestingly, in generationally diverse groups - where representatives of generations X and Y are also present - these differences often blur, with Gen Z participants adapting better to the classical training model.
\r\nThese observations lead us to create entirely new approaches that effectively engage young participants - without sacrificing the quality and content value of the training.
\r\n\r\nAlthough Gen Z grew up in a world of smartphones and social media, ICILS 2018 research shows that only 2% of students have achieved a high level of digital competence. Young people are able to use apps, but often have difficulty operating office tools or searching for information.
\r\nPolish research shows that Gen Z is:
\r\nBut it also has deficiencies in:
\r\nGen Z values quick access to information. It prefers short, interactive learning modules. A study by Gherman et al. (arXiv, 2022) shows that microlearning and adaptive learning systems effectively engage young participants. They allow them to learn \"at scale\" and avoid boredom. (...)
\r\n\r\nGen Z learns mainly visually. YouTube is not just entertainment for them, but a key source of knowledge. (...)
\r\n\r\nSEA Open Research indicates that Gen Z prefers autonomous learning, based on goals and values. (...)
\r\n\r\nGeneration Z is confronted with an enormous amount of information every day. The problem is that they often can't evaluate their credibility. (...)
\r\n\r\nGen Z chooses training and courses that translate directly into professional competence. (...)
\r\n\r\nFor representatives of Generation Z, immediate gratification and recognition of achievements are extremely important. (...)
\r\n\r\nWe translate the practical conclusions of our research on Generation Z into our development programs. Each Heuresis training license incorporates new learning styles and ways to engage young employees:
\r\nManager + Team Manager (CIMP + CIPM)
\r\nYou learn to manage multi-generational teams, implement microlearning and motivate Gen Z employees through short development cycles and rapid feedback.
HRBP + HR Manager (CHRP + CHRM)
\r\nYou will develop competence in designing development programs for young talent, including digital badge systems and personalized career paths.
Trainer + Training Manager (CIPT + CIPTM)
\r\nYou learn about modern teaching methods - gamification, simulations, video-learning - and learn how to build engaging training programs for the generation of digital natives.
As a result, your organization becomes an attractive place of development for young employees and effectively realizes their potential.
\r\n\r\nGeneration Z's learning style is changing the way companies should design training programs. What matters is interactivity, imagery, meaning, practice and autonomy. Understanding these mechanisms is the key to engaging and effective training.
\r\n\r\nSee also:
\r\nCreating and delivering online classes - e-learning for starters
\r\nHeuresis certified training courses that will be useful in getting you a new job
\r\nMethods to increase employee competence\r\n
Learn how to work with Generation Z in our licensed training courses:
\r\nFootnotes:
\r\nGherman, O., Turcu, C. E., & Turcu, C. O. (2022). An Approach to Adaptive Microlearning in Higher Education. arXiv preprint arXiv:2205.06337. Available online: https://arxiv.org/abs/2205.06337