As someone born in 1995, right on the cusp between Millennial and Gen Z, I consider myself to have fingers in both generational pies… a Zillennial, if you will.
So, trust me when I tell you, when it comes to training Gen Z employees, or Zoomers in the workplace, it’s crucial to understand which teaching strategies work and which don’t.
Patience is a virtue… except with technology
Born roughly between 1995-2012, Gen Z can be summed up as the generation that grew up with the modern-age internet. Millennials grew up with it too, of course, but on a much smaller scale. As a Zillennial, I’m old enough to remember the joyful feeling of hearing ping on an AIM chat room or the soul sucking terror when accidentally opening the internet on a flip phone (the data bill was never worth it).
But to Gen Z, that technology was long gone when they started to learn their ABC’s, many of them doing so on iPads. Today, as young adults taking the working world by storm, Gen Z can use the newest technology with their eyes closed, everything from navigating Zoom meetings to writing business proposals with artificial intelligence.
Studies have found that the average Zoomer attention span lasts only eight seconds, not too far from that of a goldfish, which means if a loading screen surpasses ten seconds, our brains trigger into fight-or-flight mode, where we either furiously refresh the page or rage-quit the application entirely.¹
So, how do you compete against such high velocity?
Well, you don’t. You work with it, and here’s how…
Short bursts of information
Some of the most popular phone apps Gen Z uses are YouTube, Instagram, and TikTok. The common denominator between these three is that they all provide quick videos that shoot immediate bursts of dopamine. The infinite exposure to this type of content is changing how our brains process information.
Rather than going against the grain and trying to make your Zoomer employee sit through pages of reading and hours of lectures, take a pinch of what their recreational entertainment is doing and sprinkle a bit over your training program. Applying this pixie dust will leave you with something like…
Short video lengths (aim for under two minutes)
Upbeat, but not clichéd, presenters who speak naturally, quickly, and clearly
Eye-catching graphics that either constantly move or are on screen for only a second
An overall “vibe” that is down-to-earth, relaxed, and reassuring
By understanding what Gen Z likes to do recreationally, you’ll be able to incorporate elements into your training that harness your young employees’ attention and engagement.
Engagement through entertainment
Aside from watching short videos, another popular Gen Z pastime is gaming. Now, I’m not telling you to hand them Call of Duty or The Legend of Zelda (though, that would probably increase your retention rates), but there are aspects of games that can be easily transferable to your training materials.
You don’t have to be a game designer or even have to play video games to introduce game components into the workplace. Gamification could be implementing a system where learners earn points for completing modules and passing assessments, resulting in rewards (digital or tangible). Or, my personal favorite, it can include scenario-based narratives with branching decision points and endings that challenge your employee to make the right decisions, even in the most complex of situations.
Gamification is an excellent way to engage not only your Gen Z team members but also those belonging to other generations. It puts them in the driver’s seat, allows them to think critically, and encourages them to perform at their best.²
And it’s fun, so a win-win!
Connecting with a mentor
For a generation built on social media, Zoomers generally love to learn from others’ experiences. Lucky for you, the admiration they have for social media influencers can be applied to your training programs – just change “influencers” to “mentors” and you’ve got yourself a solid starting point.
As you know, mentors should be knowledgeable guides that help new employees navigate learning new information and skills. They should be ready to answer any questions and support their learner’s journey. While this is all true and important, there is something else that Gen Z deems crucial for successful mentorship: emotional intelligence.
A new employee—especially one who is young with next to no experience—can feel vulnerable and often times out of place. More than any other generation before, Gen Z is very in tune with their mental health. They understand what makes them happy, upset, anxious, and resentful. They have no issues with admitting their mental health status and are very empathetic to others’ battles. The “influencers” they interact with on social media share these qualities as well, which leads me to the point:
In order for a Zoomer to connect with a mentor, that mentor must meet them eye-to-eye.
This means that you should assign mentors who have strong soft skills like communication, empathy, and patience. They should be knowledgeable in their field while also vulnerable enough to share the obstacles they’ve faced and how to overcome them. The mentor shouldn’t have to give their life story, but lessons of humility and rising above the odds inspire Gen Z – for that’s the type of content they watch from “influencers.”³
With great training comes great responsibility
Will your old training methods still work? I mean, sure. The long videos, lack of interactivity, and disconnected mentorship will still feed the same information, but the difference is whether or not that information will stick. For most of us younger folks, it won’t, not in the way you’d hope for.
Even adopting just one of these strategies could leave a greater impact on your employees. Though all of the techniques we touched on can be applied to any training program for any age group, Gen Z would arguably benefit the most.
The younger generation is diligent, efficient, and empathetic. With the right approach, your training methods will shape your Zoomers into confident team members who are proud to work for a company that grows with them.
References
Swapna Gottipati VS. Analyzing the e-learning video environment requirements of Generation Z students using Echo360 platform. Proceedings of the 25th International Conference on Computers in Education (ICCE 2017): Christchurch, New Zealand, December 4-8: Asia-Pacific Society for Computers in Education; 2017:391-396.
Manisha Saxena DKM. Gamification and Gen Z in Higher Education: A Systematic Review of Literature. International Journal of Information and Communication Technology Education. 2021;17(4):1-23.
Knoll I. Welcoming Generation Z to the Workplace Agents of Change. knoll.com.
