How L&D Benefits Can Attract and Retain Gen Z Workers

More than half (52%) of job seekers within Generation Z (those born between 1997 and 2012) are prioritizing “growth mindset” roles that offer personal development opportunities, according to a recent report by career website Flexa.

Based on more than 40,000 job posts and nearly 30,000 job seekers on their priorities for new roles between January and June 2025, the report also found Gen Z workers are 68% more likely to prioritize personal development (such as language lessons or mentoring programs) when looking for new roles, compared to 31% of millennials, Gen Xers and Baby Boomers.

“For Gen Z, such [learning] opportunities can offer a crucial opportunity to gain skills needed to adjust to evolving roles, as competition with AI [artificial intelligence] for entry-level work intensifies,” said Molly Johnson-Jones, Flexa’s CEO and co-founder.

A recent survey by Skillsoft also highlighted a growing skills gap. The learning platform’s 2025 Global Skills Intelligence Survey found only 10% of HR and learning and development (L&D) professionals believe their teams have the skills needed to meet business goals in the next 12 to 24 months. This presents an opportunity for organizations to build stronger L&D benefits in order to retain talent.

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What Skills Do Gen Z Workers Value?

Employers that invest in L&D are generally viewed as more innovative and employee-centric — both appealing attributes to Gen Z workers, according to Allison Vaillancourt, the vice president of the organizational effectiveness practice at HR consulting firm Segal.

Additionally, as the “most technologically fluent generation” in the workplace, Gen Z not only embraces innovation but does so at a pace unmatched by previous cohorts, said Tiffani Martinez, the human resources director at Florida-based Otter Public Relations, and L&D strategies should evolve to meet that readiness.

When recruiting Gen Z workers, Martinez said it’s essential to highlight key learning and development opportunities available to them, and organizations should be ready to deliver on those commitments.

“One of the most significant missteps in onboarding is failing to follow through on what was promised during the hiring process,” she explained. “Candidates join us because they’re willing to invest their time and talent into our organization. In return, we must invest in them — not just through compensation but by fostering their growth through training and continuous education.”

In terms of educational offerings, Gen Z workers generally value personalized learning journeys and tech-enabled learning experiences that feel relevant and immediate, said Rasmus Arousell, the vice president of people at Attensi, an employee training and performance platform.

“We see stronger engagement when L&D is delivered through gamified simulations and AI-powered coaching tools — formats that mirror the digital environments Gen Z grew up with,” he said.

For example, Attensi recently commissioned an independent survey to explore how generational and employment status differences influence experiences with onboarding, confidence and skill development.

“The research found that 67% of employees would use AI tools to improve job-critical skills privately, a signal that Gen Z wants autonomy and psychological safety in their learning journey,” Arousell said.

L&D as a Retention Tool

When it comes to implementation and adoption of L&D opportunities, Arousell said it starts with transparency and storytelling.

“Highlight success stories, offer demos and make it easy to access,” he said. “Certifications and celebrations of achievements are highly motivating.”

For Gen Z workers, L&D is no longer a perk — it’s a core part of the employee value proposition, said Arousell.

“Employers that showcase clear development pathways — especially those that include AI-driven upskilling and on-demand learning — are more likely to attract and retain Gen Z talent,” he said.

A Part of Their Career Journey

Since the “half-life of skills” (or the amount of time that a particular skill is useful) is steadily decreasing, Gen Z workers are constantly seeking opportunities to upskill and reskill for their continued career growth, said Tamarah Saif, a national managing director of people data and insights practice at risk management and consulting firm Gallagher.

“However, through our employee engagement surveys, we consistently see that Gen Z employees rate their experiences with career growth and recognition lower than other generations,” she said.

To address that challenge, Saif said employers can offer competitive L&D benefits for Gen Z, such as a subscription to a digital learning platform with AI-personalized courses mapped to career paths, paired with regular feedback sessions and visible career pathing.

“What makes this benefit unique is the focus on immediate feedback, flexibility and clear visibility into how learning connects to career advancement,” she said. “Gen Z responds best to clear, frequent and ongoing communication about how L&D fits into their overall rewards and career journey.”

Editor’s Note: Additional Content

For more information and resources related to this article, see the pages below, which offer quick access to all WorldatWork content on these topics:

• Employee Experience
• Employee Recognition
• Total Rewards
• Workforce Engagement