Gen Z places more emphasis on skill-building as a measure of professional success than any generation before them. Yet, at the start of their careers, their skill sets are still raw and relatively rudimentary. They’re entering the workforce at a time when rapid digital transformation is reshaping roles across every industry and at every level. They also have the weight of a highly competitive job market on their shoulders. The result?

For the youngest talent cohort, expectations around learning and development (L&D) are higher and inadequacies more strongly felt than any other generational grouping. The problem? The latest TalentLMS L&D benchmark report shows that, despite demonstrating a strong learning mindset, Gen Z reports higher levels of dissatisfaction with training than any other demographic group.

Motive, Means and Opportunity: How Gen Z Learns Best

With Gen Z expected to make up 30% of the workforce by 2030, the disconnect described above presents both a missed opportunity and a ticking time bomb for L&D professionals. It’s a clear signal that training needs to evolve. And fast. The question is: How can L&D teams design training that truly connects with this emerging workforce? Let’s start by digging deeper into that supply versus demand disconnect. And then look at practical strategies learning professionals can use to close the gap.

Motive: Going, Going, Gone

The biggest challenge in terms of Gen Z and employee training centers around motivation. Learning opportunities are a top factor in Gen Z’s job hunt, and they’re more likely to quit a job if they don’t receive workplace training. Yet, benchmarking data shows that their top obstacle to learning is staying motivated.

Learning trends data reveals that 63% of Gen Z multitask during training. Research from Grant Thornton adds weight to this, too. Over one-third of businesses find their Gen Z employees harder to motivate compared to previous generations at the same age. To bridge this growing gap, L&D teams need to move on from motivation and rethink both the means and opportunity dimensions of their training strategies.

Means: Outdated Tools, Disengaged Learners

If the training tools and methods used by L&D teams don’t align with Gen Z’s expectations and habits, it’s not surprising that motivation and engagement often drop. This is the generation that consumes the most online learning—watching 50% more hours of online courses than any other group (LinkedIn, 2021). Still, Gen Z respondents reported the highest rate of dissatisfaction with the engagement level of training content.

Where L&D Delivery Misses the Mark

• Traditional formats (slide decks, dense PDFs, and one-way webinars)
• Clunky training interfaces with clumsy navigation
• Low interactivity that fails to hold attention
• Delayed feedback loops that stall momentum

What Gen Z Wants From Training

• Mobile-first accessibility: 62% want to access training on smartphones
• Bite-sized learning: 63% retain more when content is broken into smaller chunks
• Immersive formats: 59% believe this would accelerate learning
• Gamification: 56% find gamified training more appealing
• Multimedia content: 54% link multimedia with better engagement, especially when videos are included
• Control and flexibility: 53% favor self-paced learning experiences

How to Grow a Gen Z Training Toolkit

To bridge the gap between what Gen Z wants and what they’re getting, L&D teams should align their methods with Gen Z’s digital fluency, learning preferences and desire for autonomy.

1. Use short, high-quality videos.

Create concise, visually rich videos with strong storytelling and minimal filler to match Gen Z’s fast-paced viewing habits.

2. Design immersive and hands-on learning experiences.

Incorporate simulations, gamification and AR/VR to replicate real-life tasks, demonstrate real-world application and keep training interactive.

3. Apply microlearning techniques.

Deliver bite-sized lessons that are quick to consume, easy to access and compatible with multitasking habits.

4. Make mobile-first learning a priority.

Optimize courses for smartphones with a clean design, easy navigation and relevant, concise content.

5. Offer flexible, self-paced learning paths.

Empower learners to explore content independently and at their own speed, reinforcing lifelong learning habits.

6. Personalize learning with AI.

Use adaptive learning tools to deliver relevant content, skip what learners already know and close skills gaps efficiently.

7. Streamline platforms.

Choose intuitive software that integrates with other tools and minimizes friction.

Opportunity: Meaning Matters More Than Ever

Gen Z, more than any other generation, wants to see the impact of their L&D efforts. So, even when the training format works, motivation may still stall if Gen Z often doesn’t see the value of learning. Or where a broader opportunity to develop, grow, and apply skills isn’t clearly defined or supported. Without these elements, training starts to feel like a box-ticking exercise.

Where the disconnect happens For L&D teams experiencing disengagement at this level, one or more of the following opportunity gaps may be to blame.

• Training feels generic or impersonal, lacking personal relevance.
• Content is outdated, overly theoretical or doesn’t connect to real-world tasks.
• No visible career pathways linked to training outcomes.
• Learners aren’t given opportunities to apply training in their daily roles.
• Progress goes unrecognized with no milestones, badges or public praise.
• Learning is self-paced but solitary, when Gen Z wants collaboration.
• Managers or leaders don’t reinforce or model a culture of learning.

How to make learning opportunity tangible To truly connect with Gen Z, training must feel relevant, actionable, and supported. Here’s how to make that happen:

1. Encourage cross-training.

Expose Gen Z to skills outside their core roles to boost engagement, adaptability, and career mobility.

2. Facilitate human connections.

Nurture engagement through mentorships, collaborative projects, live sessions and peer learning opportunities.

3. Embed learning into the workflow.

4. Link training to career growth.

Make advancement paths visible.

5. Train managers to lead by example.

Leadership should model, promote and praise continuous learning.

6. Promote social learning spaces.

Build peer-to-peer opportunities into the process.

Taking the Lead From Facts, Not Fiction

Every employee learns differently. And to a greater or lesser extent, the effectiveness of L&D can be measured by how well it adapts to individual learning preferences. That said, there are common (and often strong) bonds built around collective experiences that unite learners. And which training professionals can use to create efficient, engaging and targeted learning experiences. The experiences of different generations are a strong and timely example of this. But relying on broad generalizations when designing workplace training is a risk, particularly when it comes to Gen Z.

Despite being the new kids on the block, Gen Z has already acquired a reputation for being difficult to work with. And, when it comes to training, they’ve quickly acquired their own set of myths. True, false, or somewhere in-between, this is where research needs to step in and take the lead.

Shaping the future of learning for the workforce of the future needs to be done with informed insights and without prejudice. So, leverage data, gather feedback and listen with an open mind. Because when you meet Gen Z where they are — with relevance, respect and the right tools — you don’t just train a new generation. You build a better, bolder and more resilient organization.