Training generation Z: Tools that work

In this article, Svitlana Khaikova, Head of Learning & Development at RedCore, explores what modern corporate training truly looks like in practice, sharing how the company adapts its learning, motivation, and career development strategies to meet the expectations of Generation Z.

We often talk about new modern approaches to training. But what does that mean in practice? What tools does a business need to work effectively with Generation Z professionals? How does this generation perceive information, and how does that, in turn, affect the development of a corporate training system? (What is their market share?) 

Today, I will try to answer these questions by sharing the successful tools we have implemented at RedCore. I recently spoke about this as a speaker at the 24th Leadership & Human Resource Management Conference, which took place in Cyprus. 

Moving forward and continuous career growth

The average age of specialists in our business group is 29. This means that we interact with representatives of Generation Z on a daily basis, learn to understand their motivation, build processes that take their worldview into account, and implement tools that are understandable to them. 

Global research confirms what we have long noticed within the company: Gen Z is a generation focused on constant movement: the average length of time Gen Z stay in one job is just 1.1 years, which is significantly lower than Millennials and Gen X. What we see in practice is that they expect to move forward every few months, not years, and perceive development as a continuous process rather than rare career moves. According to Randstad’s “Gen Z workplace blueprint” survey, one in three Gen Z plans to change jobs within the next year, with the main driver for leaving being a lack of a clear career path and development. Generation Z does not tolerate uncertainty, boredom, or long pauses in personal progress.

New approaches and tools

It is obvious that businesses need to adapt. Forty-eight text slides with lists of information no longer work. New tools are needed. Here is what we have implemented at RedCore to support a culture of continuous learning and organically integrate our Gen Z specialists into corporate processes.

The key is that we are building transparent career maps and introducing short internships. According to LinkedIn: Gen Z is the most mobile generation in the labor market, more active than others in changing roles and expanding their range of professional skills. Accordingly, we have a Swap&Work program that allows specialists to try out a new role in another team for 1–3 days without changing their current position. This approach helps specialists try new experiences, test their interest in other activities, and adjust their career trajectory, for example, by moving to a new field. By the way, in some business units of our group, it is possible to move to the next position after just 4–6 months. In addition, we have introduced a professional mentoring program, where mid-level and senior specialists support the development of junior specialists for 3 months to help them move to the next level of expertise. 

Motivation: competition for internal currency

Motivation is equally important. We have an internal digital benefit points program called RedCoins, which can be obtained as a reward by participating in various corporate activities, including successfully completing internal courses and sharing knowledge with colleagues. The accumulated points can be "exchanged" in our benefits store, which offers corporate merchandise, various branded equipment, and certificates for master classes. And it is our Generation Z specialists who are most active in this race for RedCoins — for them, it is not just an incentive, but their “path of the hero,” a challenge that makes professional growth more interesting.

Another key feature of Generation Z is their rejection of routine. From experience, I can say that they lose focus if the content is unstructured, monotonous, or too long. They grew up in a world of short formats, quick answers, and reactions. And they brought this along with them into adulthood.

That’s why we’ve introduced microlearning and a blended format: short blocks of theory plus practice with team leaders or more experienced colleagues. We enrich all our courses with gamification: practical case studies, tests, quizzes, and quests. These aren’t just decorative elements — they’re the language of a generation that’s used to absorbing information quickly and through interaction.

We have also introduced an AI assistant into the courses: it communicates, explains complex aspects, and provides additional information. This is especially important considering that Gen Z is the first generation to grow up entirely in a digital environment.

Ultimately, we come to a simple but important conclusion: Generation Z is not complicated. They are just different. They live at a faster pace, prioritize differently, and perceive information and career paths differently. And when we adapt training, motivation, and career logic to their values, we get an incredibly engaged and creative team. A team that drives the business forward. Most importantly, don’t forget to like your specialists’ photos.