“An investment in knowledge always pays the best interest”
Benjamin Franklin
If there’s one thing Gen Z have made clear, it’s this, they’re not here just to clock in and collect a payslip. They want to learn, grow, and feel like they’re moving forward, not just in job title, but in skills, confidence, and purpose.
And they’re not shy about asking for it.
A recent article in HR Magazine reported that Gen Z job seekers now actively prioritise roles with strong learning cultures. They want workplaces that foster a growth mindset, offer career development, and invest in their future. For businesses, that’s a wake-up call. If learning and development (L&D) isn’t high on your agenda, you risk losing or missing out on an entire generation of potential.
The education gap. What school didn’t teach them
Many Gen Z workers are entering the workplace feeling unprepared. And it’s not because they lack ambition or intelligence, it’s because the world changed faster than education could keep up.
71% of UK workers under 34 say university didn’t equip them for the realities of work. And when you consider how disrupted their education was, missed classroom time, limited social development during lockdowns, it’s no wonder so many feel they’re starting on the back foot.
Basic workplace communication, managing feedback, understanding team dynamics… These aren’t things that can be learned from a textbook or through remote lectures. Gen Z knows this, and they’re looking to their employers to help them catch up.
It’s not just soft skills, either. Despite being labelled “digital natives,” many Gen Z workers struggle with business tech, things like using Excel formulas, managing file systems, or fixing a jammed printer. There’s even a name for the anxiety that can cause. Tech shame. But here’s the important part, they want to learn. They want someone to show them, not judge them.
A generation hungry for growth
One of the defining traits of Gen Z is their desire to develop, not just professionally, but personally. They grew up in a world where knowledge is available 24/7, where you can learn to play the guitar or code an app just by watching YouTube. Learning is part of their everyday lives. They expect it to be part of work, too.
That’s why traditional once a year training days aren’t cutting it. They want bite-sized, digital learning they can access on demand. They want to shadow others, get feedback, and try things out. And they want learning that feels relevant, something that helps them grow in confidence, not just tick a box.
Interestingly, despite being the first fully digital generation, Gen Z crave in-person learning experiences. A study by FDM Group found that over 80% of Gen Z employees are motivated to come into the office to learn from colleagues. They want to listen, observe, ask questions, and learn through doing. That’s where the magic happens.
No development? No loyalty.
Gen Z aren’t just hoping for development, they expect it. And if they don’t see it, they’re not afraid to walk away.
Research by People Management revealed that nearly half of UK workers aged 18–34 have left a job due to poor development opportunities. The message is loud and clear, if they’re not growing, they’re going.
And it’s not just about formal training. Many young employees say their managers don’t support their development or know how to help them progress. They want regular feedback, not just an annual appraisal. They want honest conversations, practical advice, and visible career paths. They’re not expecting promotions every six months, but they are expecting progress.
“Train people well enough so they can leave.
Treat them well enough so they don’t want to”
Richard Branson
Learning and wellbeing go hand in hand
This generation is also more open about mental health than any before them and rightly so. The workplace pressures they face are real, from economic uncertainty to information overload. Development isn’t just a tool for performance it’s a tool for wellbeing.
When people feel like they’re learning and progressing, they’re more likely to feel confident, engaged, and valued. That’s especially important for younger employees who might still be finding their feet.
It’s worth remembering that younger workers are currently the most affected by burnout. Investing in their growth, offering clear feedback, and building their confidence can make all the difference.
What does good learning look like?
It’s not about fancy software or big training budgets. What Gen Z are really looking for is everyday development that feels personal, useful, and human.
They want mentorship, coaching, and regular feedback. They want to learn through real experiences such as job shadowing, team projects and cross-training. They value structured support but dislike micromanagement. They’re open to learning from more experienced colleagues and they also enjoy being asked to share what they know. Reverse mentoring is a great way to bridge generational gaps and build mutual respect.
They’re also looking for clarity.
- What does success look like in their role?
- How can they improve?
- What’s next?
A clear sense of progression, even if it’s slow, is more motivating than vague promises or sudden surprises.
“Tell me and I forget.
Teach me and I remember.
Involve me and I learn”
Confucius
A bigger picture: values, purpose, and culture
For Gen Z, learning isn’t just about climbing the ladder. It’s part of a bigger picture that includes values, fairness, and social impact.
Research from Co-operatives UK found that 61% of Gen Z workers care as much about a company’s purpose as they do about pay. They want to work for organisations that stand for something and invest in people.
Offering learning and development shows that your business sees its people as more than a resource, it shows you’re willing to grow your team, not just use them. And that kind of culture is what keeps younger employees engaged.
What can employers do now?
If you want to attract and retain Gen Z talent, now’s the time to rethink your approach to learning. Not as a bolt-on, but as part of your culture.
Start with your managers. Equip them with the tools to coach, develop, and support. Gen Z certainly expect managers that are able to help them progress and grow, so if your manager’s do not have those skills, that’s a good place to start.
Create space for honest conversations. Make learning accessible, relevant, and practical. And most importantly, listen to what your younger employees are telling you, they’re not asking for the moon. They’re asking to grow.
And that’s good for them. Good for your business. And good for the future of work.
At Surge Ahead, we are trying to get ahead by harnessing the power of eLearning. Not everyone learns in the same way, and some prefer to learn by themselves than in a group situation, particularly Gen Z.
Watch this space in the coming months for the Surge Ahead eLearning launch!
