Sales training courses need to adapt to Generation Z by adopting short, interactive modules. They prefer to learn autonomously, but want regular, supportive support. Intensive use of multimedia, immersive practices and rapid feedback meet these needs for commitment and efficiency. Meaning and alignment with their personal values are paramount for these young professionals.
The egalitarian posture of trainers, the ergonomics of digital tools, and the cross-disciplinary nature of learning are all essential levers for effective training and loyalty! Adapting sales training to these principles is now essential for any organization.
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#1 Choose short modules to capture attention
Some very serious articles attribute an average attention span of 8 seconds to young people, one second less than goldfish. Obviously, this is nonsense, but it doesn’t change the fact.
We’re all consuming much shorter content these days. And digital natives, who were born with this type of content, are used to short formats like TikTok or YouTube videos. This short format is also handy for integrating learning into everyday life. It’s even got a name: microlearning.
According to a Deloitte study, 71% of young people prefer on-demand micro-training. This improves knowledge retention and facilitates immediate application in the field. Breaking down sales courses into easily digestible sequences (a few minutes each) maintains attention while reinforcing the memory anchoring of key messages.
#2 Integrate multimedia content to engage your audience
Short instructional videos, animated infographics, interactive quizzes, gamified case studies: these dynamic formats speak their language. According to one study, 59% of Gen Z students use YouTube to learn rather than textbooks (Pearson/Harris Poll, 2018, source).
Integrating this kind of format is a must! These media make training courses more dynamic and fun. A study conducted by LinkedIn (2022) shows that visual formats increase the motivation and engagement of young learners by 60% compared with conventional media (LinkedIn Workplace Learning Report, 2022, source).
#3 Promote self-training and autonomy
Young people prefer to learn on their own when they need to. LinkedIn Learning (2021) reports that 43% want total control over their learning. So it’s in companies’ best interests to offer flexible, modular learning paths that can be navigated à la carte!
Self-service e-learning platforms, online resource libraries, access to MOOCs or in-house tutorials: these systems encourage self-training and empower the learner. These autonomous resources include video content libraries or modules that can be accessed at any time. In this way, young salespeople can learn whenever they encounter a concrete difficulty, without waiting for an organized session.
#4 Offer mentoring
Be careful, however, not to leave them to their own devices: autonomy does not mean the absence of coaching. According to
The opportunity to learn alongside a manager is among the top 3 criteria this generation looks for in an employer, just after career development prospects (Robert Half, source). The ideal model is therefore a hybrid one: autonomy combined with personalized follow-up. Learners are free to choose modules according to their needs, while benefiting from regular support from an experienced mentor – with immediate, precise and constructive feedback.
#5 Emphasize practice to develop fluency and self-confidence
Zoomers are very comfortable with digital media, but less so face-to-face. The years of pandemics and visio have amplified this malaise. 24% of these employees feel that their verbal skills have deteriorated with distance work and study, compared with only 5% of baby-boomers(source).
Companies must therefore take the opposite approach, and take advantage of sales training to emphasize oral fluency, and situational exercises to encourage the development of young salespeople. Role-playing, customer simulations, filmed scenarios, storytelling workshops… these experiential exercises give young people the opportunity to practice in a friendly environment with no real stakes.
A major study carried out by PwC has shown that learners who have undergone behavioral training in VR feel up to 275% more confident in applying what they have learned in real-life situations, compared to those trained in conventional face-to-face settings (PwC VR Study, 2020, source). The challenge is to de-dramatize speaking and gradually build self-confidence in oral communication!
#6 Encourage frequent and precise feedback
Accustomed to instant notifications and real-time feedback from social networks, Generation Z expects the same in the workplace: instant, regular and constructive feedback. According to a 2023 study, 73% of them consider it essential to receive frequent feedback from their manager, while “only” 52% of older employees express the same need(source).
Trainers need to adopt a permanent coaching posture! Precise feedback after each significant action helps young people to make rapid progress and stay motivated. This generation wants to progress quickly, and to do so they need to be told quickly what’s working and what’s not. When they receive this frequent feedback, they feel confident to adjust their aim, learn from their mistakes and take on new challenges, to the benefit of both their own skills development and the company’s performance.
#7 Bring meaning and values to training courses
Even more than their elders, the young people of Generation Z seek to give meaning to their work and learning. This is not a matter of coquetry, but of a deep-seated expectation: to perform tasks that they understand are useful, and that correspond to their values!
In France, a sector study confirms this trend: 60% of young people (in the retail sector) say they want “a job that seems useful and makes sense to them”, thus ranking almost as highly as salary or working atmosphere. Each sales training module should clearly show how the skills taught concretely improve customer satisfaction or contribute to a wider societal issue. Don’t just talk about “how to sell”, but also about “why to sell”. Giving meaning (service rendered, customer problem solving, contribution to the company’s mission) aligns learning with the values of these young people and increases their commitment tenfold.
#8 Adopt the right posture
Gen Z has a relaxed relationship with authority: it respects competence and experience, but is reluctant to accept the status quo just because “the boss said so”. In the training context, this translates into an expectation of equality and reciprocity in exchanges with the trainer. This change in attitude may come as a surprise to some older employees: more than half of French business leaders (53%) believe that the under-30s are less respectful of hierarchy than previous generations(source).
Modern sales training therefore benefits from adopting a participative and interactive format. The trainer becomes a facilitator, encouraging questions, discussions and feedback from participants. The ideal trainer is a coach who shares his or her experience, listens actively and encourages exchange.
Similarly, it’s beneficial to establish a climate of mutual trust right from the start of training: to clarify that every question is legitimate, that the right to make mistakes exists, and that the trainer’s role is to support, not punish. By adopting a humble and open stance, the trainer gains the respect of these young people, who see him or her as an ally in their progress, not just an assessor.
#9 Get up to speed on digital tools
As part of the ultra-connected generation, they are very sensitive to the quality of the digital tools made available to them for training! They have grown up with fluid, ergonomic, mobile consumer applications, and expect the same user experience (UX) in the professional world. One figure illustrates their relationship with tech: 86% of Gen Z young people consider technology indispensable to their lives(source).
Consequently, if an in-house training platform is slow, poorly designed or not mobile-friendly, it will be immediately rejected. It is therefore imperative to adopt a mobile-first approach (content accessible on smartphones, responsive design) and to take care with the interface and ease of use of training tools. At the same time, digital natives are eager for innovation and open to new technologies in learning. Artificial intelligence (AI), in particular, arouses strong interest among them, albeit with a touch of caution.
#10 Boost your self-confidence
Generation Z may be confident on the surface, but they are often fragile in real-life situations. A study by Deloitte (2022) reports that almost 50% of young people often feel anxious at work. Sales training can play a major role in this confidence-building process, provided it offers a caring and rewarding environment.
The first thing to do is to create a psychologically safe climate: the right to make mistakes, encouraging initiative, positive feedback on success (even partial success). A trainer or manager who highlights progress, congratulates good ideas and listens actively will help the young person to become aware of his or her abilities.
In addition, offering progressive challenges, adapted to the learner’s level, enables them to reach new levels without discouragement: each small victory boosts self-esteem. Finally, the collective aspect counts: encouraging peer support and mentoring between juniors and seniors creates a reassuring safety net.
Bonus: decompartmentalize skills
Last but not least, Generation Z is characterized by its spirit of initiative and desire to get off the beaten track. Many dream of blazing their own trail, or even setting up their own business. A Morning Consult survey for Samsung reveals that 50% of 16-25 year-olds aspire to become entrepreneurs or start their own business (Samsung Entrepreneurial Study, 2023, source).
This entrepreneurial mindset is also reflected in their approach to work: they appreciate being given latitude, encouraged to think outside the box, and allowed to innovate within their own jobs. They are also more inclined to have side projects. Cross-disciplinary training and exposure to different fields are particularly motivating!
Unlike the old approach, where each function trained its employees in a highly specialized way, Gen Z is thirsty for versatility. 63% of 18-24 year-olds say they want to learn and “upskill” constantly, far more than previous generations (McKinsey, 2025,
Training courses must offer cross-disciplinary modules integrating marketing, management or strategy, to satisfy their curiosity and stimulate their initiative. Global sales training attracts these ambitious profiles. Encouraging an entrepreneurial spirit can also be achieved through concrete training projects: sales hackathons, challenges where learners have to design a fictitious mini-company, and so on.
