9 Learning and Development Trends to Future-Proof Your Workforce

The World Economic Forum’s Future of Jobs report highlights how automation and economic uncertainty reshape the workforce. Four in five companies plan to invest more in learning and on-the-job training.

As a result, staying ahead of the curve is more important than ever for Learning and Development (L&D) and HR professionals. According to LinkedIn’s latest Workplace Learning Report, 90% of organizations recognize L&D opportunities as a key retention strategy.

To help you keep your workforce competitive and resilient, we’ve identified nine essential learning and development trends that can transform your L&D programs and ensure future success.

1. L&D needs to be performance and data-driven

70% of the employees say their organization isn’t equipped with the right learning and development efforts. Moreover, only 12% of companies are confident they can fully understand how employees prefer to learn, with 59% of them confirming they’re missing data for this.

And rightly so—training programs that fail to consider real-life situations are ineffective and fail to contribute to employees’ professional growth.

Measuring L&D initiatives is not a novel process. However, the focus has primarily been on measuring CPE (continuous professional education) credits. Bryan Caplan, professor of economics at George Mason University and author of The Case Against Education, says employees don’t focus on learning. Instead, their aim is only to get promoted.

When measured against CPE credits as their KPI, L&D staff also beget flawed outcomes since the impact on the business and information retention are not significant factors.

Some examples of strategic L&D KPIs include:

• Knowledge retention
• Participant satisfaction score
• Training performance vs. performance of the organization
• Learner engagement
• Stakeholder satisfaction with learning outcomes

Incorporate one or more of these metrics into your L&D program as learning continues to become pivotal in organizations.

2. L&D specialists must build a healthy learning ecosystem: One-size-fits-one

LinkedIn’s Workplace Learning report has uncovered that 9 out of 10 global executives plan to increase or maintain their investment in L&D, including upskilling and reskilling.

The same report mentions that:

• For 7 in 10 people, learning improves their sense of connection to their organization
• 8 in 10 employees see learning as adding purpose to their work

Learning is no longer a “nice to have” initiative. To build a healthy learning ecosystem and engage an organization’s top executives, executive coach and leadership development consultant Naphtali Bryant recommends a “one-size-fits-one approach.”

During his tenure as Director of learning and organization development at Netflix, he partnered with HRBPs (Human Resource Business Partners) to find the three habits leaders needed to lead virtually. He used a blended learning model to deliver training pre- and post-work.

He then translated this customized approach for other groups in the organization. Over six weeks, 188 leaders participated in this initiative, which proved extremely valuable for their organization. The key to executive engagement is providing impactful content that can enable leaders to push the business forward.

3. Budgets shift from ILT to blended online training

ILT or instructor-led training is usually the most expensive component of the L&D budget. However, the digital acceleration of the past years has shifted companies from ILT to online training.

However, this shift doesn’t put instructors at a setback. There has been a gradual shift from ILT to virtual instructor-led training (VILT). With companies adopting hybrid workplaces, blended online training (online + VILT) will become the status quo.

64% of L&D departments use virtual instructor-led training alongside other methods such as learning management systems or webinars for training content. According to the L&D trends 2024 from McKinsey, technologies that enhance connectivity, support self-paced learning, and inform student progress are increasingly deployed as part of a “blended” education model.

4. On-demand learning becomes the norm

Online training has also opened up a whole new array of learning – an on-demand Netflix-style learning library.

This approach is compatible with how our brain works. In 1968, psychologist Edwin Locke showed the impact of short feedback loops with his Theory of Motivation. Instead of learning the same things as everyone else on L&D’s schedule, employees get to choose what they want to learn when they want to learn it.

Interest-driven learning also helps with information retention. German psychologist Hermann Ebbinghaus coined the “Forgetting Curve:” If new information isn’t applied, you forget about 75% of it after just six days.\

Microlearning—bite-sized, easily digestible learning modules that cater to busy schedules—is growing in popularity. This innovative training method uses short, focused learning activities designed to meet specific learning objectives.

Such concise and focused content pieces allow learners to efficiently acquire knowledge and skills without disrupting their daily routines. Liz Herrick, Designer of Innovative Learning Solutions at BD, shared some tips to maximize microlearning at MicrolearningCONF:

• By spacing out learning sessions and incorporating regular quizzes or interactive elements, microlearning promotes continuous reinforcement, helping to cement knowledge and skills over time
• Incorporating social learning into microlearning helps build a sense of community and belonging— this also builds anticipation and ensures newbies can get more tips
• Use microlearning before, during, and after a learning event to support recall and transfer

Learning management systems cater to this by helping HR and L&D teams craft quick learning paths or share videos instead of lengthy written articles to train teams.

This trend reflects a shift toward more flexible and accessible learning options, which accommodate modern professionals’ diverse needs and time constraints and enhance creativity and innovation.

5. Learning becomes more social

While we routinely tout all the benefits of remote work, there are genuine downsides. Feeling disengaged from co-workers and managers tops the list.

An SHRM survey found that two-thirds of workers feel disconnected from their colleagues.

Since the shift from instructor-led training (ILT), L&D initiatives need to include the social element through community building.

Some companies have already taken this step. 87% of employees say social knowledge sharing is essential. For 70–90% of them, workplace learning happens informally through knowledge sharing and mentorship among project team members to casual break-room chats.

These interactions leverage the collective expertise within a group, facilitating knowledge exchange, cultivating collaborative skills, and broadening perspectives, enhancing overall personal and professional development.

6. AI-powered personalized learning paths

AI-powered personalized learning paths significantly evolve employee development strategies as they match individual needs and career aspirations.

According to recent data from Deel-YouGov in June 2024, 38% of HR decision-makers are already integrating AI into their practices and workflows. This adoption reflects growing recognition of AI’s potential across various HR functions:

• Analytics boost: 46% of HR leaders reported that AI has enhanced their analytics capabilities, providing deeper insights into employee performance and learning trends
• Learning and development: 35% of HR professionals noted that AI has elevated employee learning and development efforts—AI-driven learning platforms can analyze data from various sources, such as performance reviews, goals and OKRs, manager and peer feedback, compensation profiles, and employee interests—to recommend personalized development action items
• Performance management: 32% of organizations are leveraging AI for performance management, streamlining processes, and providing more accurate assessments of employee performance
• Employee onboarding: Additionally, 28% of HR decision-makers are using AI to improve employee onboarding experiences, ensuring smoother transitions and faster integration into the company culture

The capabilities of AI, particularly through platforms like Deel Engage, enable HR teams to create customized learning journeys for employees. By leveraging AI, organizations can offer targeted training modules, suggest relevant courses, and recommend specific skills to enhance based on real-time data and feedback.

Adopting AI and generative AI in HR practices is expected to grow further. This is driven by its ability to optimize learning and development initiatives, improve workforce analytics, and enhance the employee learning experience through personalized development plans. This approach boosts individual engagement and retention and strengthens organizational agility and competitiveness in a rapidly evolving market landscape.

7. A growing focus on training soft skills

In today’s professional landscape, there’s a notable shift toward emphasizing the development of soft skills such as communication, teamwork, and emotional intelligence.

HR and L&D experts increasingly recognize soft skills as essential for individual career success and fostering cohesive teams.

LinkedIn’s report underscores this trend by highlighting how L&D professionals are expanding their focus to include a broader range of human skills, particularly in response to the challenges and opportunities presented by the AI era. 91% of them agree that human skills are increasingly important.

This growing realization that soft skills are critical for complementing technical expertise and driving innovation in workplaces stems from how AI technologies continue reshaping industries.

Soft skills also play a crucial role in performance management by influencing how effectively employees collaborate, communicate ideas, and adapt to changing circumstances. Organizations that prioritize the development of these skills not only enhance their workforce’s ability to navigate complex challenges but also foster a more inclusive work environment.

8. Focus on psychological safety

By prioritizing psychological safety, organizations can create a culture where employees feel empowered to learn, contribute, and challenge without fear, ultimately driving organizational success and growth.

Dr. Timothy Clark, author of “The 4 Stages of Psychological Safety Defining the Path to Inclusion and Innovation”, says employees must go through four stages before they feel safe and free to make valuable contributions.

• Stage 1: Inclusion safety—In this initial stage, individuals feel accepted and included. They believe they are part of the group and are treated with respect and value regardless of their background, role, or differences—inclusion safety addresses the fundamental human need to connect and belong**
• Stage 2: Learner safety—Once individuals feel included, the next stage ensures they feel safe to learn. They can ask questions, experiment, make mistakes, and receive feedback without fear of embarrassment or punishment—learner safety encourages curiosity and fosters a growth mindset
• Stage 3: Contributor safety— In this stage, individuals feel safe contributing their ideas and making a difference. They believe their input is valued and that they can participate actively in decision-making processes—contributor safety empowers individuals to leverage their skills and talents
• Stage 4: Challenger safety—The final stage is where individuals feel safe to challenge the status quo. They can question existing practices, propose new ideas, and point out potential issues without fear of retribution—challenger safety is crucial for fostering innovation and continuous improvement

These stages build upon each other to create an environment where individuals can thrive and contribute their best efforts.

Integrating psychological safety into L&D initiatives ensures employees progress through these critical stages, leading to a more inclusive, innovative, and collaborative work environment.

9. L&D and D&I will work together more

Companies with D&I (Diversity and Inclusion) programs are likelier to be seen as industry leaders with high-caliber talent. Thus, there is wide agreement that these programs help businesses accomplish their goals and retain top talent.

Reports from McKinsey also emphasize the importance of Diversity & Inclusion—it can increase revenue, stock price, and lead to higher productivity, creativity, and performance.

While gender and race will remain focal points, future years will witness a trend toward a more nuanced approach to DEI, especially an increased emphasis on neurodivergent talent.

Tameka Allen, Founder & Neuroinclusive People & Culture Consultant at ModCulture, recommends:

• Educating yourself and your team about the concept of neurodiversity and recognizing that neurological differences are a natural part of human diversity
• Developing policies and practices that support all employees, such as flexible work arrangements, quiet spaces, and reasonable adjustments for those with sensory sensitivities or other needs
• Developing leaders on critical skills like empathy and active listening so they have the knowledge and skill sets to create a psychologically safe work environment and manage neurodivergent talent

Build high-performance teams with Deel Engage

At Deel, we provide all the tools to integrate trending learning and performance management strategies into your organization. Our offerings include:

• Employee training and development solutions that are designed to drive performance, not just measure it
• Employee growth plans to provide a clear path for career progression, helping employees understand the skills, spot a skills gap, and experiences needed to advance
• Feedback systems that are tailored to competencies, culture, and teamwork
• Deel HR, our truly global HRIS solution, is always included for free

By merging top HR practices with our innovative technology, Deel Engage empowers companies with the expertise and tools to enhance employee development.

Request a demo today to see how we can help you build a highly-performant, motivated workforce.