Why Use Learning in the Flow of Work to Engage Generation Z

What is Learning in the Flow of Work? Why is it especially relevant now? How do Generation Z’s characteristics make them uniquely suited for this approach?

As businesses adapt to a rapidly evolving work landscape, one trend that’s capturing attention is “learning in the flow of work.” As Generation Z, those born between 1995 and 2014, makes up a growing part of the workforce, it’s crucial for HR managers and business leaders to understand how to effectively integrate learning into daily job experiences. This blog post explores what “learning in the flow of work” is, why it’s particularly relevant now, and how Gen Z’s characteristics make them uniquely suited for this approach.

What is Learning in the Flow of Work?

Learning in the flow of work refers to acquiring new skills or knowledge during regular work activities rather than stepping away for formal training sessions. Think of it as a modern twist on the traditional “on-the-job training,” but enhanced with digital tools and continuous feedback. Instead of interrupting work to learn, employees access relevant learning resources seamlessly and immediately as challenges arise.

For example, an employee might watch a quick tutorial on data analysis while preparing a report or consult a knowledge-sharing platform to troubleshoot a technical issue in real time. The goal is to integrate learning naturally into daily workflows, making it efficient and highly relevant.

Why is Learning in the Flow of Work Popular Now?

Several factors are driving the popularity of this learning model.

• Changing Jobs: Even without changing one’s position, jobs are changing. LinkedIn found that the skill sets for jobs changed by 25% between 2015 and 2022 – and the number is expected to double by 2027. Employees and organizations are pressed to keep sharpening an evolving set of skills.
• Digital Transformation: As technology changes how we work, employees must continuously update their skills. Traditional training methods often lag, while learning in the flow of work provides the agility needed to keep up with innovations.
• Attention Economy: Today’s workforce is inundated with information and competing demands. Taking time out for extensive training can be inefficient. Learning in the flow of work offers bite-sized content that’s easier to digest and apply immediately.
• Instant Expectations: Younger generations, especially Gen Z, have grown up in an always-connected, instantly-accessible information environment. They expect the same seamless access to learning in their professional lives.

Why Gen Z is Well-Suited for Learning in the Flow of Work

Generation Z is the first group of true digital natives. They’ve grown up with smartphones, social media, Google searches, and YouTube for instant answers. Here’s why this makes them ideal candidates for a learning in the flow of work approach:

• Comfort with Technology: Gen Z is highly familiar with digital tools, making them adept at using platforms that facilitate learning on demand.
• Preference for Microlearning: According to HR World, microlearning “offers bite-sized or capsule learning modules that are designed to deliver specific pieces of information or skills in a short period of time.” Such short, easily consumable content suits the Gen Z multitasking nature and keeps them engaged without overwhelming them.
• Desire for Immediate Application: They value learning that directly enhances their performance, making this method both practical and appealing.

Gen Z in the Workplace with the Other Generations

For a multi-generational workforce to thrive, it’s essential for Gen Z to learn from the experience and wisdom of older colleagues while bringing their tech-savvy skills to the table. This symbiosis can be cultivated by:

• Seeking Mentorships: Encouraging Gen Z employees to learn from seasoned professionals can provide valuable context and industry knowledge.
• Sharing Tech Expertise: In return, Gen Z can offer insights on leveraging digital tools to improve workflows, creating a mutually beneficial exchange of ideas.
• Open Communication: Fostering an environment of dialogue and respect across generations ensures that diverse perspectives are valued and considered.

Benefits of Learning in the Flow of Work

Adopting this learning model comes with several advantages for employees and employers.

A Josh Bersin study of more than 2,400 professionals found that employees who spend time at work learning are:

• 47% less likely to be stressed
• 39% more likely to feel successful
• 23% more ready to take on additional responsibilities, and
• 21% more likely to feel confident and happy.

Among these 2,000+ professionals a significant number (7%) are taking up to five hours a week or more to learn. They’re reading, taking classes, watching courses, or doing other things to advance their skills and careers. And, says Bersin, these “heavy Learners are more engaged, productive, and successful than their peers!”

Christopher Pappas, founder of eLearningIndustry.com, lays out these benefits for employers who support learning in the flow of work at their organizations:

• Increased Employee Engagement: Employees welcome easy access to useful snippets of knowledge on the job that does not disrupt their daily routine.
• Learning Flexibility: Learning in the flow of work doesn’t tie employees to seminar rooms or in front of a computer screen for hours on end. Instead, by leveraging microlearning, workflow learning allows employees to access training materials any time of the day and practice for as long as they need.
• Higher Productivity: Employees can quickly find the solution to any problem or challenge they encounter, which gives them the ability to see their tasks through faster than before.

We add one more benefit for companies who embrace learning in the flow of work:

• Agility: Organizations become more adaptable when their workforce can quickly upskill and pivot in response to change.

Tips for Incorporating Learning in the Flow of Work

If you’re considering implementing this learning model, here are some best practices:

• Identify Desired Skills that Are Well-Suited to Learning in the Flow of Work: Some skills and competencies are best developed through more formal education, training, and experience. But many skills that can be learned or sharpened on the fly.
• Invest in a Skills Management System: Using skills management technology such as Avilar’s Web Mentor Skills to map out skills gaps and tailor learning opportunities to ensure that training is both efficient and personalized.
• Leverage Microlearning: Offer short, focused lessons that can be consumed in minutes. This approach not only suits Gen Z’s attention spans but is also practical for all employees.
• Create a Culture of Continuous Learning: Encourage curiosity and reward initiative. Provide flexible and personalized career paths. Make it clear that upskilling is part of career growth.
• Facilitate Knowledge Sharing: Establish spaces – both virtual and physical – where employees can share tips, lessons learned, and resources with each other.
• Use Real-Time Feedback: Implement systems for immediate feedback to reinforce skills and adjust learning paths as needed.

Embracing learning in the flow of work is a strategic move for any organization, but it’s especially relevant for engaging and empowering Gen Z employees. By understanding this generation’s unique strengths and expectations, HR managers and business leaders can build a workforce that is agile, continuously growing, and highly engaged. Investing in the right tools and fostering a supportive culture can make learning an integral part of work – benefiting both your employees and your organization.

If you are planning to introduce strategic learning in the flow of work at your workplace, download our Competency Management Toolkit for ideas on how to identify and prioritize the skills your organization needs – and those that are best suited for this learning model. Or contact us to see if Avilar’s WebMentor Skills™ can support your team.

 

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