Millennials and Gen Z account for nearly half (46 percent) of today’s U.S. workforce, and that will only grow over time. More racially and ethnically diverse than previous generations, more values-driven and more likely to attend college, Gen Z is also on track to be the most educated generation to date, according to Pew Research Center.
This generation, which includes people born between 1997 and 2012, also displays greater pragmatism than older members of the workforce — in part because of the tumultuous worldwide events they’ve already experienced. Their educational choices are more practical, and they cite getting a job as their top reason for enrolling in college. As more members of Gen Z join the workforce, that pragmatic view of learning extends to their workplace learning and development needs. They’re seeking learning opportunities — in higher education and throughout their work career — that map to a better future for themselves.
Workplace learning is a priority for retaining Gen Z employees
Members of Gen Z have different expectations for learning experiences than the generations preceding them. Gen Z prefers interactive experiences over more passive learning opportunities, and seeks engagement as part of their L&D journey. They’re motivated to acquire new skills and driven toward success.
For this cohort of the labor market, finding a great place to work means finding a great place to learn. This learner workforce isn’t afraid to leave an organization to find better opportunities to grow their careers, expand their skills and build the future they want. A recent study found that 74 percent of Millennial and Gen Z employees are likely to leave their current employer within the next year due to a lack of skills-building support or meager career mobility options.
While a Deloitte study found pay, burnout and a lack of mental health support were among the top reasons Gen Z workers left jobs recently, L&D is a priority in their search for an employer, second only to a good work-life balance.
What Gen Z wants from L&D at work
Leadership and soft skills top the list of L&D priorities for Gen Z. These desires align with Pearson’s “Skills Outlook: Employee View” report, which captured employee skills development insights in the U.S. and beyond.
The pursuit of these interpersonal skills coincides with workforce considerations of how technological advancements like artificial intelligence and automation will impact the jobs of today — and tomorrow. Nearly 40 percent of Gen Z told Deloitte they believe the incorporation of AI and automation will be the most significant workplace shift of the next decade. Additionally, Pearson found the workers it surveyed perceive human skills like problem-solving and decision-making as vital to a symbiotic relationship with the robots and technology beginning to augment their work lives.
While keeping up with technical skills is table-stakes for these ambitious workers, they believe highly developed human skills offer the competitive edge they need in an ever-evolving job market. And employers agree: Pearson found the most sought-after skills in millions of job listings worldwide are largely human skills.
Digital credentials connect learning to work success
Gen Z’s outcomes-based focus to their L&D, an emphasis on developing today’s most in-demand skills align well with L&D leaders’ efforts to provide engaging and meaningful programming. This younger generation, which values recognition from managers and peers and seeks inspiration from social media communities, will benefit from taking learning a step further — by incorporating digital credentials into L&D initiatives.
Digital credentials embed authentic recognition of skills seamlessly into L&D programs. Because digital credentials offer independently validated information about skills development, employee learning achievements are more visible, tangible — and shareable. Gen Z employees can showcase their learning successes in the digital spaces in which they already spend their time and curate their identity. The buzz of encouragement can snowball, too, prompting others to get excited about learning. Certifying skills makes employees feel good about learning, highlights learning as a true and tangible employee benefit and draws clear connections between skills development and career progress.
And for members of Gen Z just starting their work lives, digital credentials help recent job market entrants, graduates and employers speak a common language, matching skills and competencies to job opportunities based on what these new workers can do rather than what they have done.
Gen Z is hungry for knowledge and skills. They’re motivated to learn and grow and are looking for employers who will provide them with the opportunities they need to succeed not only in their current jobs but their developing career journeys. Employers are investing in these young workers by helping them build the skills to keep up with rapid technological change. These dividends will pay off for decades as Gen Z maps a brighter future for itself — and the organizations that depend on them.
