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How do you engage a workforce that’s young, dispersed and, let’s face it, may not see their job as their first choice? That was the challenge facing fashion retailer Reiss — one that many L&D professionals can no doubt relate to.
In a recent Thrive webinar, Tim Brown, Senior People Development Manager at Reiss, joined our Chief Learning Officer Helen Marshall to explore this exact challenge. The session pulled no punches when it came to the expectations of future generations and what that means for L&D teams today.
Here are our key takeaways from their discussion. Read on to find out how Reiss is leading the way by bridging generational gaps, leveraging technology, and creating a culture where everyone feels heard… wherever they work.
Helen kicked off the session with a sobering reminder: The youngest workers of tomorrow (Gen Alpha) are already immersed in an AI-powered, globally connected world. And their expectations for their future workplaces reflect that: Instant access, seamless experiences, and work that matches the innovation and agility they see in their daily lives.
It’s not just future-gazing either. Deloitte’s recent research shows that even Gen Z workers are already putting L&D opportunities above financial incentives when choosing employers. In fact, they’re more likely to quit if they don’t get those opportunities.
So how is Thrive customer, Reiss, responding to this need?
Reiss’s workforce is 78% retail. That’s a lot of employees spread across stores, often feeling disconnected from head office life. And with over a third aged between 18–24, it’s a demographic that demands different things from work and learning.
As Tim put it: “Just because they’re in retail, doesn’t mean they’re voiceless.”
Reiss’s approach is to turn their tech platform into a community hub, not just a place to “do training.” By consolidating learning, communications, and engagement into one place (their “Muse” platform) they’ve made it easy for employees to access what they need, wherever they are.
But it’s not just about digital; Tim was refreshingly honest about the limitations of tech alone.
Reiss’ engagement surveys revealed that while digital was convenient, employees still craved human connection. In response, Reiss is bringing back face-to-face elements into blended programmes, and using social features like commenting and recognition to maintain that all-important personal touch.
Reiss has cleverly coined the acronym “ALPHAS” to guide their L&D strategy for the future:
One of the most powerful parts of the session was Reiss’s drive to reduce the performance gap between their best and underperforming stores.
Tim explained that they do this by empowering employees to create content themselves. This summer, Reiss is launching a content contributor community — complete with incentives for the most engaging content. It’s about giving employees ownership, amplifying best practices, and driving peer-to-peer learning.
And, crucially, measuring its impact on business performance. As Tim said, “By next year, we want our retail teams standing up at conference saying, ‘We drove this revenue by sharing this knowledge.’”
Both Helen and Tim acknowledged a crucial point: while the spotlight is often on Gen Z and Alpha, the workforce is ageing too.
How do you create an inclusive culture where experienced employees still feel valued and relevant? Initiatives like reverse mentoring and communities of practice can create that cross-generational dialogue, ensuring expertise is shared — not siloed.
As Helen neatly summed up: “Maybe ALPHAS isn’t just a generation — it’s a mindset.” One that combines agility, innovation, and openness to change, no matter your age.
Reiss’s story is a timely reminder that in a fast-changing world, L&D is the glue that connects people, purpose, and performance.
By embracing tech without losing the human touch, Reiss is setting the bar for what future-ready L&D looks like. And if you’re not thinking about this now, your Gen Alpha recruits might just choose an employer who is.
If you’re interested in joining the next webinar live, browse our Events page here, or follow us on LinkedIn.
Explore what impact Thrive could make for your team and your learners today.
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How do you engage a workforce that’s young, dispersed and, let’s face it, may not see their job as their first choice? That was the challenge facing fashion retailer Reiss — one that many L&D professionals can no doubt relate to.
In a recent Thrive webinar, Tim Brown, Senior People Development Manager at Reiss, joined our Chief Learning Officer Helen Marshall to explore this exact challenge. The session pulled no punches when it came to the expectations of future generations and what that means for L&D teams today.
Here are our key takeaways from their discussion. Read on to find out how Reiss is leading the way by bridging generational gaps, leveraging technology, and creating a culture where everyone feels heard… wherever they work.
Helen kicked off the session with a sobering reminder: The youngest workers of tomorrow (Gen Alpha) are already immersed in an AI-powered, globally connected world. And their expectations for their future workplaces reflect that: Instant access, seamless experiences, and work that matches the innovation and agility they see in their daily lives.
It’s not just future-gazing either. Deloitte’s recent research shows that even Gen Z workers are already putting L&D opportunities above financial incentives when choosing employers. In fact, they’re more likely to quit if they don’t get those opportunities.
So how is Thrive customer, Reiss, responding to this need?
Reiss’s workforce is 78% retail. That’s a lot of employees spread across stores, often feeling disconnected from head office life. And with over a third aged between 18–24, it’s a demographic that demands different things from work and learning.
As Tim put it: “Just because they’re in retail, doesn’t mean they’re voiceless.”
Reiss’s approach is to turn their tech platform into a community hub, not just a place to “do training.” By consolidating learning, communications, and engagement into one place (their “Muse” platform) they’ve made it easy for employees to access what they need, wherever they are.
But it’s not just about digital; Tim was refreshingly honest about the limitations of tech alone.
Reiss’ engagement surveys revealed that while digital was convenient, employees still craved human connection. In response, Reiss is bringing back face-to-face elements into blended programmes, and using social features like commenting and recognition to maintain that all-important personal touch.
Reiss has cleverly coined the acronym “ALPHAS” to guide their L&D strategy for the future:
One of the most powerful parts of the session was Reiss’s drive to reduce the performance gap between their best and underperforming stores.
Tim explained that they do this by empowering employees to create content themselves. This summer, Reiss is launching a content contributor community — complete with incentives for the most engaging content. It’s about giving employees ownership, amplifying best practices, and driving peer-to-peer learning.
And, crucially, measuring its impact on business performance. As Tim said, “By next year, we want our retail teams standing up at conference saying, ‘We drove this revenue by sharing this knowledge.’”
Both Helen and Tim acknowledged a crucial point: while the spotlight is often on Gen Z and Alpha, the workforce is ageing too.
How do you create an inclusive culture where experienced employees still feel valued and relevant? Initiatives like reverse mentoring and communities of practice can create that cross-generational dialogue, ensuring expertise is shared — not siloed.
As Helen neatly summed up: “Maybe ALPHAS isn’t just a generation — it’s a mindset.” One that combines agility, innovation, and openness to change, no matter your age.
Reiss’s story is a timely reminder that in a fast-changing world, L&D is the glue that connects people, purpose, and performance.
By embracing tech without losing the human touch, Reiss is setting the bar for what future-ready L&D looks like. And if you’re not thinking about this now, your Gen Alpha recruits might just choose an employer who is.
If you’re interested in joining the next webinar live, browse our Events page here, or follow us on LinkedIn.
Explore what impact Thrive could make for your team and your learners today.
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