Tips for Training Generation Z Employees
Drive engagement via personalized, relevant, continuous learning experiences
Despite the endless cavalcade of online think pieces about Millennials, there’s a new generation that demands our focus and attention. Generation Z, born after 1995, is starting to grow up, with the oldest members of the cohort now approaching 21 years old. Millions are now entering the workforce, with another 60 million or so to follow over the next two decades.
Employers, still grappling with millennial whiplash, will once again have to adapt. Learning and development professionals should get a head start on understanding the defining characteristics of
"screenagers," grown up.
According to new research from LinkedIn, workers under the age of 24 view their careers differently than those who came before them. About 80 percent say they would consider switching careers, either function or industry. More than one-fifth of them have already had four or more full-time jobs in their lifetime, and they are more likely to change jobs throughout their careers, compared to baby boomers. Similar to Millennials before them, they tend to value learning in the workplace more than previous generations, which means that tailoring learning opportunities can provide a lever for both development and retention.
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