What’s Trending: Gen Z Learners

Reading Time: 4 minutes

Gen Z is taking over the workforce. Workers born between the mid-90s and the 2000s are the first digital natives to enter the workforce and take it by storm. Just as in previous generations, they have upended the way things were. This isn’t so bad, just that there is a lot everyone needs to get used to to ensure that generation z learns how things work.

So how can managers make the most out of this young workforce, read this short article to find out.

Business Insider

“What’s going on with Gen Z?” Business Insider’s article penned by Tim Paradis seems to be asking. He defends the generation over the misconception that laziness is a characteristic of Gen Z learners. He argues that they’re ambitious, motivated, and want growth, purpose, and balance in their work life.

Paradis writes that the distinctions between generations are made up; everyone has to start somewhere. The error lies in believing that Gen Z is naturally fit for the office as they start their careers. The pandemic and its restrictions really upended the world and they might be struggling as they come back into the face-to-face world after being stuck in online environments.

According to Cambridge University professor Thomas Rolet, Gen Z is far from lazier and has the same motivations as previous generations. The biggest change for millennial and gen z learners is that they report they aren’t satisfied with chances to learn and keep feeling tied to the work of the organization.

“If there’s a problem with young employees, often the answer is for bosses to look in the mirror and see it as an opportunity to provide mentorship.”

Now, what can managers do to use Gen Z’s learning style? Coaching! Gen Z needs mentoring, training, and coaching to get into the office groove. KPMG, for example, has begun offering classes on soft skills, like writing emails, chatting with colleagues, and even what to wear to the office. Basic office etiquette helps Gen Z and everyone who might need a refresh or to keep up with new customs!

ArchyLearning

In an article for ArchyLearning, Mitch Dalton weighs the pros and cons that companies face with Gen Z coaching. Generally speaking, he points out that Gen Z works differently than previous generations, including Millennials, but each of their flaws is also a big asset, thus a double-edged sword.

“Due to their “snack media” habits, Gen Z consumes information by switching between multiple platforms and devices. This cross-platform consumption of information is a defining feature of Gen Zers.”

Dalton identifies five pros and cons of the Gen Z learning style and how they’re one and the same. The first one is that as the youngest generation in the workplace, they’re indubitably at a disadvantage when it comes to experience, but also that economic factors have shifted across the years, leading to only about a third actually having a holiday work.

Gen Z is not blind to its lack of work experience, which leads to point two. After all, it competes for jobs with other generations and has overcorrected by studying more. It is used to the online learning experience, Gen Z’s preferred learning tool, so it willingly signs up for more studies. But it’s overestimating its abilities, as its computer skills are less developed than Millennials’ because it is so used to its phones.

Being on their phones so much has to do with points three and four, as they are really good at googling stuff and finding information quickly as Gen Z are fast learners, but there are setbacks as they’re easily distracted and impatient. A good compromise, as point four explains, is gamified learning. Apps with testing, mobile portability, and fun help people learn better.

Training Mag

In an article for Training Mag, Roy Charette discusses Gen Z’s unique perspective compared to previous generations. This means they learn differently and are used to always being heard, which can be unsettling for some office seniors.

Charette theorizes that this stems from them being the first digital natives in the workforce and having to come of age during the pandemic. As the Business Insider article pointed out, this can mean they are used to online learning, while in-person interactions are tricky.

So, how do Gen Z learners engage in the workplace? What do they value? According to the author, they want to belong, have a clear purpose, and have a focus on relationships.

 “While Gen Z workers value equality, diversity, and inclusion at work, I’ve noticed they also value belonging.”

The first point is belonging, which is completely different from inclusion. Steve Ockerbloom, a team development professional, explains that for many Gen Z professionals, these two things shouldn’t be mixed, but they can be built into. The first thing is when people are included, which means they are heard, but belonging is when they feel like they’re actually heard and valued.

The second point, a clear purpose, goes beyond work but affects it. For Gen Z to be engaged in the workplace, they want to find something they value in work and continue to work towards it. According to SkillSurvey, this means that they can have a side hustle and that they’re constantly on the lookout for more opportunities or to create them. And that’s without mentioning that according to the US Bureau of Labor Statistics, younger workers’ median tenure is just 2.8 years. 

Job hopping is less of a trend and more like a necessity in an uncertain labor market, as if there are no growth and development opportunities, young workers have to look for them elsewhere.

The takeaway

Gen Z is a fast-learning generation that is currently facing the hurdles that being the newest generation in the workplace entails. They have been hindered by generational shifts, such as the pandemic, but every generation has its own challenges to overcome. Gen Z are the first digital natives, though, and this means that there is a double-edged sword. Learning new things is something they do naturally, as they’ve developed with tech. 

Now, being the youngest isn’t that bad, but the biases they face go both ways, as they can also be ageist towards older generations. Experts say the best way to find a middle ground is through mentorship and coaching.