Training the TikTok generation: Engaging Gen Z in L&D

As Generation Z enters the workforce in greater numbers, learning and development teams face an important question: how do you engage a group raised on short-form, highly accessible digital content in workplace training?

Gen Z, those born between the mid-1990s and early 2010s, has grown up with smartphones, social media, and on-demand access to information. Their expectations around learning are shaped by platforms like TikTok, YouTube and Instagram, where content is visual, concise, and instantly engaging. This creates a very different set of learning preferences from previous generations, and a new opportunity for L&D professionals to rethink their approach.

Adapting to how Gen Z learns

Gen Z learners expect training to be relevant, flexible, and fast. They prefer short bursts of information, often delivered through video or interactive content, rather than lengthy classroom sessions or dense eLearning modules. Microlearning fits this need well, breaking complex topics into manageable pieces that can be consumed quickly and revisited when needed.

This generation also values interactivity. They’re used to tapping, swiping, and responding in real time. Static slide decks and passive videos are unlikely to capture attention. Gamification, whether through quizzes, progress bars, or badges, can increase motivation and engagement by adding an element of fun and instant feedback.

Mobile-first design is critical. If content isn’t easy to access on a smartphone, it risks being ignored. Training needs to be available wherever and whenever learners want it, without technical barriers or long load times.

How to engage Gen Z in L&D

Personalisation and relevance

To keep Gen Z engaged, learning must feel meaningful and tailored to their goals. They want to see how training connects to their role, their development, and their future. Generic content or compliance-led courses with little context are unlikely to engage them.

Personalised learning paths help address this by aligning content with individual interests or skill gaps. Practical, scenario-based modules that mirror real-life situations are especially effective, providing clear value and boosting confidence.

Including Gen Z in the development process - through feedback loops, pilot testing or peer-led content - can also make a difference. Their insights help shape learning that feels authentic, not imposed.

Learning through connection

Gen Z thrives in collaborative environments. They are highly influenced by peers and often turn to social platforms to learn from others. Embedding social learning into L&D strategies helps mirror this behaviour in the workplace.

Discussion forums, digital communities, peer mentoring and collaborative challenges create space for shared experiences. When learners are encouraged to interact, share knowledge and co-create solutions, it builds engagement and fosters a stronger learning culture.

Storytelling also matters. Real-world examples, especially those shared by peers or colleagues, help make learning relatable. It’s not about glossy videos or polished scripts, but about people speaking from experience.

Sustaining momentum

Initial engagement is important, but it’s just the start. To sustain learning over time, content needs to evolve with the learner. Offering a library of accessible resources, regular refreshers, and opportunities to explore new topics helps keep training relevant.

Short-term goals, regular feedback, and opportunities for experimentation - like innovation challenges or side projects - can also help maintain interest. Gen Z values growth and variety, so development pathways should offer room to explore, not just tick boxes.

Designing for a new generation

Engaging the TikTok generation in workplace learning is about recognising how expectations have changed, and designing training that fits those needs. Gen Z wants learning that’s fast, flexible, visual, and social. When organisations respond with creativity and intention, L&D becomes something this generation can actively connect with rather than passively complete.

Want to deliver learning that resonates with Gen Z? Discover how ILX can work with you to create bespoke training experiences built for the modern learner and your whole organisation.