Report: 1 in 3 Gen Z workers are being left behind by inadequate training

You’ve heard the stereotypes: Gen Z wants too much, expects things too fast and isn’t willing to put in the work. But dig a little deeper, and a more honest picture emerges: this generation of workers is hungry to succeed—but too many feel underprepared, unsupported and on the edge of burnout.

We polled 500 Gen Z frontline workers in the U.S. from retail, food service and hospitality and uncovered where and how training is missing the mark. One stat really stood out:

➡️ 1 in 3 feel bored, unprepared or left behind by the training they receive.

In pressure-filled frontline environments where tight staffing, complex operations and rising customer incivility are already major stressors, ineffective training isn’t a small problem. It’s a growing crack in your workforce foundation.

What does “left behind” really mean?

It’s not that Gen Z workers aren’t getting any training. In fact, nearly 90% say their training technically covers the required topics. But that’s not the full story. What this generation is really saying is: “I’m not retaining what I’ve learned. I don’t feel ready when things get tough. I’m still unsure of what to do.”

The biggest red flags:

• 77% said they’ve faced job situations where they didn’t have the skills or knowledge to succeed.
• 62% feel overwhelmed.
• 53% feel embarrassed when they don’t know what to do.
• 14% have considered quitting because they felt unprepared.

These aren’t just inconvenient training gaps—they’re moments that chip away at a person’s confidence. For workers still new to the job market, these early experiences shape how they see themselves, their roles and whether they stick around or look for an opportunity elsewhere.

Uncover what Gen Z really needs to feel confident and capable at work—plus how you can deliver it with training that sticks. 

Why this matters right now

Today’s frontline jobs aren’t simple. They require quick decision-making, adaptability and a level of resilience that’s rarely recognized. With staffing challenges and increasing customer tension, even experienced employees are feeling stretched.

Now, add Gen Z—the first truly digital-native generation entering the workforce during a time of high economic uncertainty, mental health strain and a shifting relationship with work. They’re expected to be adaptable and self-sufficient, but are often handed one-size-fits-all training that doesn’t match the needs of their roles. 

What we’re hearing from this cohort is not entitlement—it’s urgency. They want to succeed. They want to feel useful. And they’re not getting what they need to get there.

The emotional toll of underpreparedness

When training misses the mark, the fallout isn’t just operational—it’s personal. Workers internalize feelings of not being ready to perform, which turns into:

• Anxiety and self-doubt: “Everyone else seems to get this—why don’t I?”
• Disengagement: “If I can’t do my job well, why try?”
• Burnout and exit: “This just isn’t worth the stress.”

These emotional responses aren’t irrational—they’re human, especially for young people still forming their professional identity. Organizations shouldn’t isolate skill-building from emotional safety. If training doesn’t make people feel more prepared, it’s not doing its job.

What Gen Z actually wants from training

The good news is that Gen Z is telling us exactly what will help. Their preferences are clear, realistic and rooted in practical needs:

• Relevant, role-specific training (50%): less theory, more day-to-day skills
• Scenario-based learning (44%): help me practice what I’ll actually face
• Short, easy-to-digest videos (35%): not an hour-long slideshow
• Mobile-first content (35%): meet me where I already am
• Ongoing reinforcement and collaboration (36%): I don’t want to feel alone or forgotten after onboarding
• Interactive tools like quizzes and games (34%): keep me engaged, not just informed

When asked how better training would impact their work, Gen Z frontline workers were optimistic about its impact:

• Make them more confident (90%)
• Improve how they handle difficult situations (89%)
• Increase their productivity (82%)
• Reduce burnout (67%)
• Encourage them to stay longer (81%)

These aren’t hypothetical outcomes—they’re direct answers to the challenges L&D leaders are already trying to solve.

▶️ Get our handy Tip Sheet: 7 steps to improve employee training and performance

The opportunity: Training that helps people feel ready to perform

If one in three workers is feeling left behind, the fix isn’t throwing more content at them. It’s rethinking how to build and deliver training that meets their needs and helps them do a good job:

• Make it feel relevant: Tie learning directly to their roles and daily experiences.
• Make it continuous: Don’t stop at onboarding. Reinforce, refresh and revisit.
• Make it feel human: Help people feel seen and supported, not tested or judged.
• Make it accessible: On mobile devices, in small doses and when they need it most.

This isn’t just about Gen Z—it’s about raising the baseline for everyone. When we get it right for the newest generation of workers, we have the opportunity to build stronger, more confident teams from day one.