To help generation Z blend into the workforce more efficiently, it’s crucial to recognise who they are. Gen Z is formed of young adults born between 1996 and 2010. This means the elder section of this demographic is nearing the age of 23 and preparing to jump into the working system.
Generation Z is composed of an estimated 2.5 billion young adults, which is significantly larger than the generations X and Y. This group of digital natives know only of life with a smartphone in hand, and their skill across social media platforms exceed those of older generations.
But opposed to widespread judgment, this generation doesn’t want to just live on their screens. Gen Z-ers are more concerned with privacy than their millennial counterparts, and they don’t publicise every aspect of their lives. Instead, they selectively curate what they share and who they share it with.
76% of Gen Zers believe that the skills necessary in today’s workforce are different from the skills practised by past generations.
– LinkedIn Learning
The world of work has evolved and is now made up of a wide cross-section of ages and backgrounds. Organisations with hierarchy are being replaced with the flatter structures, more empowering ones and flexible working, and entrepreneurial mindset is being promoted. This is in line with evolving generational thinking.
The challenge for the managers and L&D is to harness the different ways generational expectations introduce themselves and to work successfully from the position of where people are at. Here are the 5 tips to harness the potential of Gen Z workforce when it comes to improving the user adoption of learning and development programs.
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