Modernising Learning for the Next Generation Workforce

Technology has transformed how we learn and discover new content. With the pervasiveness of internet connectivity and mobile devices, and new tools such as Zoom and Google Docs, learning is far more flexible and interactive today. The innovative blend of physical and virtual learning is a game changer for education institutions and businesses alike as they prepare and welcome the next wave of fresh graduates into the workforce.

A recent report by Dell Technologies - ‘Gen Z: The future has arrived’ surveyed over 5,700 Gen-Z students in Asia Pacific & Japan, aged 16-23 years old. From a learning and technology perspective, there are great insights on how this relationship is evolving. As Gen Z begins to enter the workplace – and it will make up over 20% of the global workforce by 2020 – it is timely and critical to consider their feedback on the workplace, and how we can modernise learning in preparation:

Gen Z prioritises human connections in the workplace

Despite the fact that they have grown up with technology to a greater extent than any generation before them, 3 in 4 Gen Z-ers in Singapore prefer asking a co-worker or close contact when they need to do something at work for the first time, compared to 1 in 5 who would consult online sources. Just over half prefer to work as part of a team versus 28% who prefer working independently.

Youths today are empowered and encouraged to speak up and voice their thoughts, and this includes having a say in how they learn and work. When it comes to learning, the younger generation prioritises human interaction and the ability to collaborate, discuss and opine. Though they are digitally adept and know that technology offers tools and resources for learning, they still prefer to learn through a value filter, or a respected source.

Creating additional opportunities to include face-to-face collaboration as well as supplementing it with training in other formats, such as online, will allow organisations to reap the benefits of a generation that is ready to engage.  

Real-life work experience can supplement Gen Z’s technology prowess

Almost all Gen Z-ers in Singapore have used some form of technology as part of their education. In fact, 65% report that their technology literacy is either ‘good’ or ‘excellent’. While Gen Z-ers are confident of their technology skills, 98% of them in Singapore have concerns about starting work. Gen Z-ers have expressed concerns about their lack of non-technical skills and work experience, for example. 

These findings highlight a strong opportunity for education institutions and organisations to collaborate, and enable Gen Z-ers to gain exposure to real world and operational work experiences that will increase their confidence and sense of preparedness at the workplace. For instance, business cases, internships and rotation programmes can be integrated into school curriculums and lectures.

Essentially, we must think of different ways to make the current forms of learning more effective and engaging for these digital natives. At Kydon, we believe that learning must be developed continuously to meet changing needs. Beyond upskilling initiatives, I also think that organisations that create cross-functional teams with complementary skillsets will benefit from Gen Z-ers’ fresh approaches to problem-solving, and opportunities for strong knowledge exchange. 

Gen Z is looking for meaningful and engaging work, and learning

We spend a third of our lives at work and are inclined to do better when we find value and fulfillment in our daily tasks. Therefore, it comes as no surprise that close to two-thirds (58%) of Gen Z-ers in Singapore want work to have meaning and purpose beyond the simple act of earning a pay cheque. 66% of Gen Z-ers in Singapore also want the ability to learn new skills and have new experiences at work.

Learning new skills or upgrading one’s current skillset is a great opportunity for many to step outside their repetitive day-to-day job cycle, and to increase motivation for their work. Kydon has been working with organisations to redesign learning systems to drive engagement for all at work, by ensuring that activities and tasks at the workplace provide opportunities for sustained learning. By transforming how learning takes place and ensuring that tasks are value-driven, we have observed that this allows employees to feel excitement in what they do and to take pride in their work. This therefore influences innovative change in the workplace, as well as spurring higher levels of employee engagement.

There are immense benefits to ensuring that employees remain engaged in the workplace, and research has shown that organisations with higher levels of employee engagement are 22% more profitable, and 21% more productive. Therefore, organisations today will have to consider multiple approaches to communicate with their employees in order to ensure that what they do at work is in line with their expectations, and to also respond to their needs for meaningful tasks and upskilling initiatives.

As we welcome Gen Z into our workplaces, organisations will benefit from developing a robust learning culture and harnessing cutting-edge technologies to do so. The potential outcome is a thriving, multi-generational workforce that is truly engaged in meaningful jobs.