Create a "Choose Your Own L&D Adventure" for Gen Z Employees
From the inception of choose-your-own-adventure books to the height of Dungeons & Dragons to the popularity of Netflix's interactive specials, the ability to be a part of the story has always garnered instant appeal.
It's no surprise, then, that ranking #2 on the list of top challenges of managing Gen Z employees is the need for professional autonomy.
Just like every generation before them, Gen Z wants to introduce their own main character energy to shake up the storyline and explore new chapters of career success. Rather than try to resist and pull that same old dusty strategy off the shelf, the secret to authoring your company's best adventure yet may just be in giving Gen Z the autonomy they want.
For many L&D managers, the need for professional autonomy from employees so early in their career journey can sound demanding, or even threatening. But I've always been a fan of playing devil's advocate. 😏
What I see is a generation of employees who are invested in their professional growth, want to take ownership of their goals, and are enthusiastic about bringing a fresh perspective to their role. Now doesn't that sound like the dream employee?!
Here are 3 ways that L&D managers can provide their Gen Z employees with professional autonomy without sacrificing the carefully-crafted managerial structure that keeps things running smoothly.
3 Ways to Let Gen Z Choose Their Own Adventure
One effective solution is to implement flexible learning pathways. By offering a variety of training modules and allowing employees to choose the topics and skills most relevant to their career aspirations, you can empower Gen Z employees to take control of their own professional growth. This can be facilitated through online learning platforms that offer a wide range of courses, from technical skills to leadership training, enabling employees to tailor their learning experiences to their individual needs.
Another approach is to incorporate project-based learning and real-world problem-solving into training programs. Gen Z thrives on practical, hands-on experiences that allow them to see the immediate impact of their work. This can include designing training programs that involve real company projects, cross-departmental collaborations, or innovation challenges. This not only enhances learning but also provides Gen Z employees with the opportunity to take initiative, make decisions, and demonstrate their capabilities in a meaningful way.
Implementing tools for self-assessment and reflection, such as personal development plans and regular check-ins, can help employees identify their strengths and areas for improvement. By encouraging a growth mindset and providing resources for self-directed learning, you can help Gen Z employees feel more autonomous and invested in their professional development.
These simple adjustments can go a long way in building trust with your Gen Z employees. Every adventure comes with bumps in the road; what's more important is that your employees are engaged in building momentum that will drive your organization towards long-term goals and success.
