8 Tips for Engaging Gen Z with Better Training

In early 2025, an article in Forbes noted that in five years, Gen Z (born roughly between 1997 and 2012) will make up 30% of the workforce. While 2030 may seem far away, the author advises employers that if they haven’t “created a plan to attract, engage and retain this new labor cohort, now is the time.” 

Generational differences can seem like squishy characterizations of large groups of people. This may feel especially true with Gen Z, who are, as Johns Hopkins points out, the most diverse generation in history. But these differences can affect how people communicate, impacting how well your team functions.

In fact, a 2023 survey indicated that 3 out of 4 managers find Gen Z employees difficult to work with—so much so that over a quarter of managers have fired an employee within a month of starting work. On the other hand, Gen Z employees are less likely to take or stay in jobs that don’t engage them—a problem considering that 54% report being unengaged, slightly more than previous generations. 

Given these numbers, your organization likely has managers who find it challenging to work with Gen Z and Gen Z employees who are unengaged. But where some people see challenges, we see opportunities. There’s huge potential for positive organizational change as Gen Z makes up more of the workforce. But it’s not a given. Recruiting, retaining, and engaging Gen Z takes preparation and planning. However, the results can be a more engaged workforce and a better workplace culture for everyone. Let’s look at how.

📌 At a Glance: What You’ll Learn

Quick Summary:

• Gen Z expects jobs to offer purpose, balance, and mental health support. Work is more than a paycheck—it’s a values match.
  
  
• Training drives retention. 44% of Gen Z workers say they’ll leave if they don’t receive career development opportunities.
  
  
• Effective training is also good for culture. It strengthens communication, increases engagement, and builds resilience across teams.
  
  
• Niche Academy’s tutorials are Gen Z-ready. Bite-sized content, video, self-paced options, and soft skills training meet younger workers where they are.
  
  
• Managers matter. Our platform includes training to help leaders create clarity, show empathy, and support younger team members.

Gen Z Characteristics

A handful of characteristics make Gen Z different from previous generations. 

Tech-savvy. This generation has never known a world without smartphones. Roy Charette notes, "Gen Z is the first generation to have 24/7 access to the internet, connected devices, and social media since birth.” As a result, they’re used to instant communication and information sharing in bite-sized pieces. 

Diverse. According to Pew Research Center data, they are also the “most racially and ethnically diverse generation” born in the United States. This diversity contributes to diverse perspectives among the generation’s cohort. 

Value-driven. Not only are they the most diverse generation in history, they also value a more diversified world than previous generations. They’re less likely than previous generations to work solely for a paycheck, valuing and expecting purpose-driven work and autonomy. 

Unengaged. As noted above, Gen Z’s are also slightly more unengaged than previous generations. This lack of engagement may lead some employers to see them as “lazy, unmotivated, difficult and unreliable.”

Stressed. Donelan notes that this generation is starting their careers “during a time of growing inflation, mounting student loan debt, a housing crisis, and an impending recession.” It’s no surprise that 40% feel stressed all or most of the time. 

What Gen Z Wants at Work (and why it matters for your org culture)

Given their unique characteristics, Bryan Robinson noted that Gen Z’s “career needs are different from—not inferior to—other generations” and that it doesn’t make sense to ask them to “fit into an old, outdated work mold.” So, what do Gen Z employees want? Here are a few things your organization can prioritize. 

Values-based work. We’ve written about increasing teamwork by connecting small goals to larger initiatives to create a culture where people feel like what they do matters. It turns out this may be especially important for Gen Z. Charette writes that “Gen Z values making a connection between the work they’re doing and how that work helps others.” As Fernandez, Landis, and Lee point out, “We all need to understand our roles and responsibilities to do our jobs, but Gen Z needs to understand how and why their role matters.” 

Flexibility and work-life balance. For Gen Z, work-life balance is nonnegotiable. In fact, a Deloitte survey revealed it as the top consideration when Gen Zs are choosing an employer. Managers who learn how to talk about and model work-life balance provide a real-world example of how prioritizing flexibility creates happier and more committed teams.

Mental health support. Dunlop and Pankowski write that “Gen Z workers feel that they are not getting the mental health support they need in the workplace.” And because toxic workplaces can make ​​stress and mental health issues worse, we encourage managers to improve workplace wellbeing and employee resilience as a matter of organizational culture, not just personal initiative.

Feedback, mentoring, and empathy. Everyone needs feedback at work, and Gen Z is no exception. But feedback needs to be tied to actions so that it’s useful. Ralston advises managers to “provide continuous, clear feedback with real-life examples of what is working or not working, and action steps that increase your Gen Z team’s self-awareness.” And for managers who think feedback, mentoring, and empathy only benefit the employee, Ralston reminds us that “when leaders show appreciation, it creates a positive work culture.”

Frequent and transparent communication. Gen Z is used to frequent, fast communication in their personal lives, and they expect the same level of access at work. Charette notes that communication is so important that if Gen Z doesn’t get “access to higher-ups, their boss, and access to share their ideas,” they’re “much more likely to move on to a different job.” We know that many organizations struggle with communication and have shared insights on why teams struggle to communicate and how to fix it. 

Constant learning and training. Gen Z expects to be trained at work. Donelan points out, "They actively seek guidance from a dependable boss, and training and development possibilities. Thus, companies that provide mentorship and training programs are generally preferred by Gen Z employees.” And many are using training opportunities to decide whether to take a job in the first place, prioritizing “employers who offer robust learning opportunities as part of their job offers” to support both continuing education and career advancement. 

Why Train Gen Z Employees

These facts lead us to the most compelling reason to train Gen Z employees—they want to be trained!

Though Gen Z is a huge and growing part of the workplace, they and their bosses admit to being underprepared and untrained. As a reflective generation, Gen Z particularly sees a gap in the need for technical and soft skills training. Sean D’Arcy notes that “less than half of Gen Z’ers believe that their formal education prepared them with key skills like networking, emotional intelligence, conflict resolution, stress management, and creativity.”

Another reason to train? Gen Z highly values continuous learning and career growth. Not only are they looking at training opportunities when deciding to take a job, but they’re also willing to look for work elsewhere if they don’t receive it. Kathy Gurchiek points out that 25% of workers said they would quit within the next six months if their organization didn’t support their career development. How many Gen Z’ers said the same? 44%. 

Dunlop and Pankowski are clear, “Gen Zers who believe they are learning the skills they’ll need for the future in their current jobs are 2.5x more likely to agree that staying at their current organization is the best way for them to advance their career.” They go on to state “If bosses and organizations are unable to effectively train Gen Z workers, not only are they reducing the effectiveness of their workforce, but they also face the potential for higher turnover.”

Training, career development, and continuing education opportunities are smart business. Organizations that lean into this will have an easier time recruiting and retaining Gen Z employees. Employers should see Gen Z’s desire for training as a gift. Instead of spending time convincing them of training benefits, organizations can focus on delivering quality continuing education that benefits everyone. Let’s explore how. 

Training Tips (and how we help)

Break up learning. Lynette Teo points out that Gen Z is particularly responsive to eLearning, but “catering to Gen Z’s shorter attention spans requires breaking down training content into smaller, easily digestible modules.” All of the tutorials we make at Niche Academy break up learning into short lessons on specific topics so learners can quickly access the necessary information. 

Give people choices. Teo also notes that “Allowing [Gen Z] to have choices in their learning paths…fosters a sense of ownership in their personal development.” In addition to breaking up learning, our tutorials include instructional text with important learning directives highlighted so learners can read or scan information. And our platform allows learners to bypass information they already know so they can “take control of their learning journey, making it more engaging and meaningful.”

Use videos. “Short, informative videos are highly effective for training Gen Z,” according to Teo, offering “the advantage of easy accessibility and reviewability, enabling learners to engage in flexible, self-paced learning.” Niche Academy tutorials all feature professionally designed videos, accompanied by closed captioning, to engage learners and reinforce content.

Cover a variety of skills. Kit Gemeroth says, “Diverse content keeps the training sessions dynamic and relevant, making capturing Gen Z learners’ attention a lot easier.” Our training library covers soft skills like taking and making professional phone calls, as well as technical skills like cybersecurity. Plus, because wellbeing is so important to Gen Z, tutorials on topics like dealing with burnout or bullying provide valuable learning material to foster resilience and work-life balance.

Make it practical. The World Economic Forum is clear: Gen Z “are active, fast, and independent learners who want to connect everything they hear, see and read to the real world.” Our tutorials focus on practical instruction for both technical and soft skill building. “The more practical a skill or training seems, the more engaged a Gen Z professional will be,” and we help learners immediately practice what they’re learning in real, tangible ways, whether that’s active listening or sending a professional email.

Provide feedback. Gen Z values feedback, and fortunately, you don’t have to give it to them in person. Our platform lets you build a variety of activities to test learning and provide feedback in real time. Instant feedback keeps learners engaged, reinforces core skills, and—if they answer incorrectly—lets them see why. 

Use a hybrid approach. Despite their ease with eLearning, Gen Z also values in-person office time. Gemeroth points out “it’s smart to include some in-person training opportunities for all workers—it’s a lot easier to feel connected to something when you’re not doing it alone.” We encourage trainers to use our tutorials to supplement in-person learning. You can pre-assign tutorials so everyone has a shared knowledge before in-person training or provide them post-training so learners can quickly refer to information at their point of need. 

Train managers. Because Gen Z values personal interaction and expects transparent and easy access to their managers, those managers must be trained. Katie Mahony is succinct, “Organisations that recognize managers as keys to unlocking the potential of Gen Z employees will produce thriving workplace cultures.” Our series on Best Manager Practices covers topics like Creating a Speak-up Culture, Creating Feedback Loops, and Establishing Explicit Expectations. Other tutorials cover hiring, scheduling, and aligning team and personal goals to help new and seasoned managers lead better.

The Case for Prioritizing Gen Z Training

Teo notes that “providing access to training programs and learning resources demonstrates a commitment to their growth and helps them stay relevant in a rapidly evolving job market.” But it’s not just about individual employees or even a generation of them. Effective training and learning resources also help create a culture of learning for your organization that keeps it nimble, adaptable, and resilient. 

Training Gen Z isn’t negotiable. If it’s not already a priority for your organization, it should be, and we can help. 

If you’re ready to see how Niche Academy can help you prepare Gen Z for their workforce and support their growth and development, start a free trial today. 

References

2024 Gen Z and Millennial Survey: Living and working with purpose in a transforming world. Deloitte.

Charette, R. (February 26, 2024). Gen Z in the workplace: Tips for learning and development professionals. Training Magazine. 

D’Arcy, S. (March 12, 2025). 3 Ways Gen Z is reshaping workplace priorities. HR Daily Advisor. 

Donelan, C. (April 18, 2023). Gen Z in the workplace: How should companies adapt? John Hopkins University. 

Dunlop, A., and Pankowski, M. (March 26, 2023). Hey bosses: Here’s what Gen Z actually wants at work. Deloitte. 

Fernandez, J., Landis, K., and Lee, J. (January 18, 2023). Helping Gen Z employees find their place at work. Harvard Business Review.

Germeroth, K. (June 28, 2024). What does Gen Z want from workplace training? Moodle

Gurchiek, K. (February 23, 2024). Hungry for career advice, employees turn to GenAI for career info. SHRM. 

Mahony, K. (January 2, 2025). Gen Z talent, productivity, and potential unlocked with three keys. Training Journal. 

Parker, K. and Igielnik, R. (May 14, 2020). On the cusp of adulthood and facing an uncertain future: What we know about Gen Z so far. Pew Research Center. 

Perna, M.C. (January 2, 2025). What your Gen Z workers really want in 2025. Forbes. 

Ralston, A. (March 6, 2025). The leadership shift that engages and retains Gen Z employees. Fast Company. 

Robinson, B. (Mar 11, 2024). 6 Things Gen Z want from their employers to flourish in their careers. Forbes.

Rubanovich, V. (May 19, 2021). How to upskill Gen Z and engage them in a post-pandemic workplace. World Economic Forum. 

Tan, H. (April 20, 2023). 3 in 4 managers say Gen Z is the most 'challenging' generation to work with—and 40% of the group flagged a lack of technological skills, effort, and motivation: survey. Business Insider. 

Teo, L. (August 8, 2023). Reaching the “digital natives”: Effective training delivery for Gen Z. Training Industry.