As TikTok reshapes how younger workers discover ideas, Karie Willyerd argues that L&D teams should pair short-form, curiosity-led content with hands-on practice. She explores what Gen Z and Millennials want from development, why purpose matters more than hierarchy, and how cultural trendspotting can strengthen future-ready learning strategies at work today.
TikTok may have started as the place where dances went viral and memes caught fire, but it has quietly become a massive learning platform. L&D leaders, take note. More than 47 million videos have now been shared using #LearnOnTikTok, a signal that people are actively seeking out quick ‘hits’ of learning. This shift will shape how we build training and assess skills going forward. This is especially true for younger generations, with 64% of Gen Z and nearly half of Millennials now using TikTok as an information source.
Key insights for L&D teams trying to future-proof their strategies
TikTok’s recent #SummerSkills initiative featured creators teach everything from mindfulness to performing arts, coding, and other technical skills. All in the short, engaging bursts that TikTok has become known for. This, coupled with the diversity of the skills you can build on the platform, provides some key insights for L&D teams trying to future-proof their strategies and reach younger learners.
The changing expectations of Gen Z
Gen Z has disrupted workplace norms in more ways than one. They’re questioning the traditional ladder (68% say they don’t want management roles) and they have clear expectations for career development. In fact, 79% would leave an employer who doesn’t offer opportunities to grow.
But not all opportunities are made equal in the eyes of Gen Z. Skill development must connect to their goals, their current responsibilities, and the direction they want to head… whether or not that path leads to management.
Purpose plays a bigger role for Gen Z than title. Their careers look more like mosaics, lateral moves, industry shifts, side gigs, and passion projects. Spend five minutes on TikTok watching “Day in the Life” or “How I Got Here” videos and you’ll see job-hopping and portfolio careers not just normalised but celebrated.
Gen Z may not always wait for formal training from their employers to build new skills. They’re going to learn, outside of learning platforms, in communities, through practice, beyond work and L&D needs to tap into this. The motivation is there, L&D needs to provide resources and direction. Indeed, 67% of Gen Z employees are developing skills outside of working hours.
They’re also more willing to share what they know. They don’t wait to be the expert; they just need something meaningful to say. That instinct can fuel peer coaching, mentoring circles, or learner-generated content inside companies.
Millennials and meaningful development
Now let’s look at Millennials, still heavy TikTok users and now the largest group of managers in the workplace. Like Gen Z, they want to grow, but not necessarily to chase the next leadership rung. They value meaningful work and a healthy work/life balance.
They also want development that clearly helps them succeed in their current role or prepares them for their next move, nothing abstract or disconnected.
Likewise, meeting Millennials and Gen Z employees with training at a time and place that suits them, is critical. As we’ve already discussed, that can be outside of work, if it’s a skill that really interests them.
For many Gen Z and Millennials, having the opportunity to experience and practice their skills is valued with 88% of Gen Zs and 89% of Millennials feeling that hands-on training is important to their skill development.
Practice makes proficiency (and purpose)
Therein lies the interesting contrast: Gen Z and Millennials binge short-form content yet put the highest value on hands-on practice. In reality, the two work together. TikTok introduces ideas, sparks curiosity, and lowers the barrier to entry. But proficiency requires actually doing the work hands-on.
The #LearnOnTikTok videos themselves often encourage people to try what they’ve learned, whether it’s a new recipe, a language trick, a meditation technique, or a bit of code.
That’s a caution for L&D teams: content alone isn’t enough. Just as medical training follows “see one, do one…,” we need to build pathways for learners to apply what they’ve just watched or heard. That’s how skills are mastered and how learners find more meaning and application in the process.
Cultural trendspotting can strengthen your strategy
Workforces evolve with the culture around them, so it’s no surprise that a platform like TikTok is reshaping how people learn, share, and show up at work. L&D teams that blend the timeless principles of learning with these new motivations and behaviors will find their organizations more engaged, more capable, and more prepared for the future.
As you scroll today, notice what captures your attention. Chances are the same patterns will influence how your learners want to grow now and in the future.
Karie Willyerd is CLO in Residence at Skillable
