4 Skill Development Strategies To Attract & Retain The Young Workforce

Forbes

06-05-2025

A new study reveals that 75% of Millennials and 79% of Gen Z will actively seek a new job if their current employer doesn't offer skill development opportunities.
Younger workers will seek a new job if their employer doesn't offer skill development opportunities getty
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According to new data from Seismic, 3 in 4 Millennials (75%) would actively seek out a new job if their employer did not offer skills development opportunities. More than 3 in 4 (79%) of Gen Z said the same. That's…a big number.
Today's younger generations are fully cognizant of their need for ongoing learning. Unlike previous generations who tended to view the education/training stage of life as distinct from their career stage, most Millennials and Gen Z believe they will need to upskill continuously. And they're eager to do so—not least because it's one thing they can control in a fast-changing world.
'Millennials and Gen Z both entered the workforce during pivotal moments in history,' says Irina Soriano, VP of Strategic Enablement Services at Seismic. 'From a global recession, to a pandemic, and now the rise of AI, these generations have faced an unusual amount of change at the inception of their careers. As a result, they desire to take their careers into their own hands and one way to do this is through skill development.'
For these generations, opportunities to gain new skills at work are non-negotiable. The Seismic research indicates having access to skills development is important to 96% of Millennials and Gen Z.
I recently connected with Soriano to discuss the study's findings and find out exactly what younger-gen workers want from their skill development efforts. Here's what we covered. Where skill development is falling short
Soriano warns of a growing disconnect between the learning opportunities employees want and what employers are offering. 'Traditional skill development strategies that rely on hours-long presentations and large group settings are not as effective as they once were,' she says. 'Younger generations prefer flexible, personalized, self-service coaching and development that cannot occur in larger settings or PowerPoint presentations.'
In the absence of meaningful learning & development options at work, many younger workers are seeking out alternative, third-party training content. 'Our data revealed 68% of Gen Z respondents have already used AI-powered training tools,' says Soriano. 'While these tools are available on demand, they aren't training to speak a company's 'language' that is often crucial for skill development.
'This may not always be setting them up for success.'
Seeking alternative training is also a potential compliance issue for highly regulated industries like finance and insurance where following the latest regulation is non-negotiable for both the individual and the firm, Soriano warns. It's smarter from all angles to simply give younger workers what they want: flexible, personalized training driven by an AI-powered training platform or AI-powered coaching option. 3 best practices for learning & development
If robust skill development is so important to the next generation of workers, how should companies implement it? Soriano offers four strategies that can make learning a normal, everyday workplace standard within your culture.
1. Micro-learning. Soriano defines microlearning as small snippets of on-the-go content, delivering training directly to employees in the format they prefer. 'Consider a salesperson heading into a key deal. Through microlearning, this individual can simply go into their learning and coaching platform, select a relevant 5-minute video that refreshes their product and industry knowledge, and process that information just in time to close the deal,' she says.
'This type of enablement is exactly what Gen Z and Millennials are searching for, as 77% of Gen Z and 78% of Millennials prefer to learn new skills through video-based content, signaling a shift away from slide decks and seminars.'
The biggest benefit of microlearning is how it enables people to learn how they prefer and when they need it. 'By creating small snippets of learning that can be easily digestible, employees can pick and choose the right lessons they need at that exact moment,' says Soriano.
2. Embedded learning. 'The best way to motivate employees to spend time on learning and development is to embed skill development into daily workflows,' says Soriano. 'For example, providing employees with content to review in video waiting rooms to prepare for a meeting or inserting a 'how to' video within an existing tool to enable on-the-spot training.'
Additionally, leaders should encourage teams to set aside 15–20 minutes daily to incorporate skill development into their day. 'This can help learning and development feel more natural and routine over time,' says Soriano.
3. Defined learning. Learning just to check a box isn't productive; it must fit the need of the employee and employer. This begins with predefined skill sets that can help tailor the onboarding process to focus on exact capabilities per role. 'A well-structured talent strategy ensures skillsets are clearly defined to ensure new employees understand the specific competencies they need to acquire for success,' says Soriano. 'This makes training more relevant and impactful for new hires.
'Without a structured onboarding program aligned to skills that help employees ramp up more effectively, onboarding processes become unclear and ineffective, reducing the time to full productivity and leading to disengaged employees.'
4. Incentivized learning. While most skill development should be voluntary, all of it can be rewarded. Soriano believes that employers should focus on incentivizing and rewarding employees for prioritizing learning and development.
'Examples of incentives range from gift cards to gamification strategies like leaderboards and beyond, but the most surefire way employers can incentivize employees is through personalization,' she says. 'Leaders should identify what excites their team members to figure out the best way to motivate and reward individuals for learning.
'Through platforms like AI-powered enablement, organizations can work in real-time to personalize and engage employees with skill development.' The skill development mandate
By 2030, Gen Z is projected to comprise 30% of the workforce. Millennials already make up the largest working cohort at 34%. 'For this talent group, having the option to further their current skills, develop new skills, and learn about alternative career paths is crucial for their survival in the workforce,' says Soriano.
Business leaders can't ignore what these employees want—which should make skill development programs a top priority. To truly tap into their potential, Soriano believes that organizations need to meet these employees where they're at and provide them with self-service, on-the-go learning.
'Millennials and Gen Z's preference for adaptability, flexibility, and personalization with their skill development is a direct result of their lived experience in the workforce,' she says.
'Skill development is no longer a 'nice-to-have' for these generations, but rather a mandate.'