Recent studies have shown that Gen Z cares more about workplace learning and development than the generations before them.
For example, according to a survey carried out by Linkedin Talent Solutions, 76% of Gen Z learners believe that learning is the key to a successful career. Gen Z are also more committed to educating themselves, with Gen Z learners watching 50% more hours per learner of learning content in 2020 compared to 2019.
It would appear that it’s Gen Z’s understanding that the ever changing state of technology is continually impacting businesses, that’s influencing their attitudes to learning and development.
And the statistics back this up. 62% of Gen Z workers believe that hard skills are changing faster than ever and 59% don’t think that their job will exist in the same form in 20 years.
Not only do Gen Z workers appreciate the importance of learning, but a large number of them are actively seeking it out when applying for new roles.
It’s also influencing their decision to remain in roles too.
Research has shown that almost 40% of Gen Z professionals that are already employed, are sticking with their current employer due to their opportunities to learn and grow.
Companies need to embrace these statistics and change the way they operate.
It’s important that they outline the learning opportunities that are available within the organisation. That means changing entry-level jobs to incorporate learning and development from the off. That also means offering a wide and varied range of training opportunities to employees.
By doing this, a company can attract Gen Z applicants and engage with them once they’re on board. This will help companies grow a young, hungry team and retain their best talent long into the future.
If organisations want to attract Gen Z talent, then they need to bear something else in mind. This generation, more than any other, has the tools and resources to research companies and learn what it is like to work for them. This means organisations must ensure that they’re treating people well and are being 100% authentic throughout their recruitment process.
Just because you’ve engaged with your Gen Z workforce, doesn’t mean you can relax. It’s lazy to assume that these people will remain engaged even if you don’t put the effort in. You need to continue to offer learning and development opportunities as time goes on. You want them to remain engaged and passionate all the time.
It’s vital that they’re given the time and space to learn and develop. That means giving them a personal development budget with set hours each week or month. You may even need to reevaluate your own learning programs. Perhaps they need a refresh to embrace more self-directed learning.
And don’t forget to help them nurture soft skills, which is fast becoming one of the biggest skills gaps of the modern day. Gen Z may be adept at multitasking and thriving in the digital space, but you need to ensure they’re able to master the top soft skills too.
By changing and adapting to embrace learning and development, businesses can not only attract the best Gen Z talent, but they can also nurture and develop them, growing a devoted, engaged, and passionate team for the future.
If you are interested in offering your people development opportunities, then why not get in touch?
Working specifically with fast-growth organisations, we offer specialist coaching and development programmes, together with assessment and selection centres, designed and facilitated by experienced and qualified coaches. Our aim is for both your business and your people to grow together
Written by Adam Rowden, creative copywriter at alterniq inspired growth<< Return to Insight page