Speed of knowledge.

Gen-Z have grown up with online search capabilities, connecting them with instant access to information in any given moment. Traditionally, the trades have worked as a pathway, offering much faster results than tertiary study. Gen-Z behaviours challenge the traditional norms: we found that exams are most commonly sat online (sometimes into the early hours), work moments are shared through social platforms such as TikTok, and the preferred method of delivery for information is virtual, visual and in small packets – ‘just-in-time’ for the task at hand.

Soft-skills.

While core skills and competencies are well documented within the industry, there was a consistent focus on the need to improve soft skills with training. This was often directed at Gen-Z apprentices who were described as difficult to engage with, weak in the communication skills required for work safety, preferring to work unusual or flexible hours (or ‘non-routine work patterns’), and generally disinterested in pursuing an industry career.

Fixed standards, flexible options.

Across the electricity sector, the notion of ‘training on the job’ appears fluid in nature, and is conducted in a subtly different manner by each organisation. Employees expressed a desire to have more flexible training that is ‘just-in-time’ in nature, while retaining a highly practical focus.

Guiding pathways and retention.

Core transferable standards were voiced as a way to create more flexibility inside the industry, which would help to both attract and retain people. Currently, many jobs are highly specific and narrow in scope, creating a sense of career-entrapment amongst younger employees.