Generation Z is no longer on its way into the workplace—it’s already arrived. The members of Gen Z have their own style and characteristics, already influencing one-fourth of the work world this year. If you want your business to be competitive, you’ll need to adapt your training methods to Gen Zers’ style.
This class of employees was born into a world of dynamic and rapidly changing technology. They know nothing different and blithely switch between various media. Saturated in technology, they have evolved into high-access, multimedia users. They can watch a video and check social media while texting a friend and having a conversation, too—all at the same time.
Multitasking and information accessibility are hallmarks of the generation. They excel at juggling multiple tasks seamlessly, and they prefer to do it with others. Collective projects, real-time communication, and open-style work spaces appeal to them as cooperative, communicative, and productive.
Make training real and personal
As a group, Generation Z desires challenging and meaningful work. Unlike the millennials’ reputation for expecting an award for everything, Gen Zers are willing to work hard for less. They do expect companies to be loyal to them, but they also want immediate feedback on their performance. This fits naturally into a training program.
However, they initially must share some mutually agreed-upon goal with the company. A socially-responsible and technologically-rich organization will engage Gen Zers on both a personal and technological level. Buying into an organization’s plans and causes is elemental in getting Gen Zers on board and dedicated. Guide your training to reflect this dual need.
First and foremost, give these employees a good reason for the training you provide. Because collaboration is valued, for example, providing that legally-required training course on sexual harassment shouldn’t be only about checking a box on your list of HR tasks to deal with. Instead, explain the “why” in the training to Gen Z new hires To work well together, recognize the value of a harassment-free work environment, and take personal responsibility for creating a safer society. These goals will resonate.
If a training course is more skills-oriented, successfully trained employees will benefit both themselves and the company. When training is presented as a personal and a collaborative win, Gen Z employees will participate readily. As they become advocates for a shared goal, the training is more relative and meaningful to them, and their productivity and cooperation will increase.
Collective face-to-face social interaction is also important to Gen Zers, so conduct training sessions in groups, if possible. Create interactive portions to develop relationships and learn at the same time.
Unfortunately, one drawback of this generation’s tech dependency can be less-developed verbal communication. Yet, they are a social group and prefer working with others, so even if they are a bit stunted in verbal communication, the interaction they crave will advance their ability to clearly communicate ideas and concepts. This improvement will serve them and the company.
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Move fast or get out of the way
Exposure to rapid-fire information is the norm for Generation Z. Because of this, they are highly stimulated, socially aware, but a bit less focused, averaging only 8 seconds’ worth of attention on any advertisement, meme, or message. That is 50% less time than millennials spend focused, so employers must continue to pick up the pace and style of training formats to get the attention of this newer generation’s high expectations for fast, yet relevant, information.