How is generation Z learning? Learning styles, preferences and challenges for HR and trainers

08/20/2025

How does Generation Z learn? Learning styles, preferences and challenges for HR and trainers

Summary

Generation Z learns differently than previous generations - short forms, video, gamification, instant feedback.
Companies and trainers need to change development programs to effectively engage young employees.
Key tools: microlearning, digital badges, education with meaning, learning autonomy.
How Heuresis is supporting managers, HR and trainers to work with Gen Z through certified license trainings (CIMP, CIPM, CHRP, CHRM, CIPT, CIPTM) available starting in September.

What are the learning styles of Generation Z and what challenges do they pose to training?

Generation Z learns differently: they prefer short forms, visual education, action instead of lectures, and instant gratification. The keys to effective training are microlearning, gamification, self-learning and practicality. Companies need to adapt development programs to meet new expectations - it's no longer an option, it's a necessity.

Generation Z, i.e. people born after 1997, is becoming more and more closely associated with the job market and vocational education. But how do they actually learn? What are their educational needs, preferences and challenges? This article examines current research and practices on Gen Z's learning style - from the perspective of HR, trainers and team leaders.

Why is the way Generation Z learns important for HR and trainers?

For years, we have been designing and implementing training programs that have successfully supported the development of employee competencies in many industries. However, with the emergence of a growing Generation Z, we have noticed that previous methods are not as successful as before. Participants in this age group tend to be less engaged, get distracted more quickly and expect other forms of communication.

Our experience shows that, especially in homogeneous training groups consisting mainly of Gen Z, the preferences of this generation become very pronounced and require adjustments to the form, structure and pace of the classes. Interestingly, in generationally diverse groups - where representatives of generations X and Y are also present - these differences often blur, with Gen Z participants adapting better to the classical training model.

These observations lead us to create entirely new approaches that effectively engage young participants - without sacrificing the quality and content value of the training.

What are the strengths and weaknesses of Generation Z's digital natives?

Does Gen Z really have high digital competence?

Although Gen Z grew up in a world of smartphones and social media, ICILS 2018 research shows that only 2% of students have achieved a high level of digital competence. Young people are able to use apps, but often have difficulty operating office tools or searching for information.

Polish research shows that Gen Z is:

good at basic use of the Internet, search engines, social media;
flexible in self-directed online learning (YouTube, tutorials);
proficient in multimedia and games;
open to using AI tools in learning.

What deficiencies in critical thinking does Generation Z have?

But it also has deficiencies in:

operating office applications (Word, Excel, PowerPoint),
analyzing data and creating charts,
critical thinking and evaluating the reliability of sources.

Is microlearning and bite-size education the best method for Gen Z?

Gen Z values quick access to information. It prefers short, interactive learning modules. A study by Gherman et al. (arXiv, 2022) shows that microlearning and adaptive learning systems effectively engage young participants. They allow them to learn "at scale" and avoid boredom. (...)

Why are video, interactivity and gamification effective in engaging Generation Z?

Gen Z learns mainly visually. YouTube is not just entertainment for them, but a key source of knowledge. (...)

What does Gen Z expect from education and why is autonomy key?

SEA Open Research indicates that Gen Z prefers autonomous learning, based on goals and values. (...)

How to teach critical thinking and information selection among Gen Z?

Generation Z is confronted with an enormous amount of information every day. The problem is that they often can't evaluate their credibility. (...)

Why does Generation Z rely on a hands-on approach to education?

Gen Z chooses training and courses that translate directly into professional competence. (...)

Do digital badges and quick certifications motivate young workers?

For representatives of Generation Z, immediate gratification and recognition of achievements are extremely important. (...)

How does Heuresis licensing training support working with Generation Z?

We translate the practical conclusions of our research on Generation Z into our development programs. Each Heuresis training license incorporates new learning styles and ways to engage young employees:

Manager + Team Manager (CIMP + CIPM)
You learn to manage multi-generational teams, implement microlearning and motivate Gen Z employees through short development cycles and rapid feedback.

HRBP + HR Manager (CHRP + CHRM)
You will develop competence in designing development programs for young talent, including digital badge systems and personalized career paths.

Trainer + Training Manager (CIPT + CIPTM)
You learn about modern teaching methods - gamification, simulations, video-learning - and learn how to build engaging training programs for the generation of digital natives.

As a result, your organization becomes an attractive place of development for young employees and effectively realizes their potential.

How to prepare training for Generation Z? A handful of practical hints

Bet on short microlearning modules instead of long blocks.
Add video elements, quizzes and gamification to keep attention.
Implement digital badges and quick certificates that motivate young participants.
Give participants the opportunity to choose their own development path.
Practice critical thinking and information source selection with participants.
Combine training with real-world case studies and implementation projects.
Show the meaning and purpose of learning, emphasizing its professional and social importance.

What is changing Generation Z in education and HR?

Generation Z's learning style is changing the way companies should design training programs. What matters is interactivity, imagery, meaning, practice and autonomy. Understanding these mechanisms is the key to engaging and effective training.

Learn how to work with Generation Z in our licensed training courses:

License: Manager + Team Manager (CIMP + CIPM)
Conventions: Start 22-24.09, 08-10.10, 23-24.10.2025
License: HRBP + HR Manager (CHRP + CHRM)
Conventions: Start 24-26.09, 15-17.10, 29-30.10.2025
License: Trainer + Training Manager (CIPT + CIPTM)
Conventions: Start 30.09-02.10, 16-18.10.2025, 09-10.11

Footnotes:
Gherman, O., Turcu, C. E., & Turcu, C. O. (2022). An Approach to Adaptive Microlearning in Higher Education. arXiv preprint arXiv:2205.06337. Available online: https://arxiv.org/abs/2205.06337