What more than 2,500 global respondents know about corporate learning
Did we pull that scary percentage out of thin air? Of course not! As a professional learning and development agency, we value not only inspiration, but also factual accuracy.
The 25% change in demand comes from the LinkedIn Workplace Learning Report 2024, which provides a representative picture of learning in organisations around the world. More than 1,500 learning and development professionals and more than 1,000 learners were surveyed about learning needs and conditions in their organisations.
Not in the mood for the full report? No problem, here is the executive summary:
Learning objectives need to be better aligned with business goals
For the second year running, better alignment of learning and business objectives is the top priority. Ideally, an organisation’s learning strategy and strategic direction should go hand in hand. Is this not yet the case? No, not yet.
We are talking about data literacy. Our appeal: throw your happy sheets overboard. Learning managers, your success is not measured by the satisfaction of your employees, and certainly not by the number of training courses you organise.
Learn to quantify employee productivity, look at employee retention, analyse the impact of your training on the business and track customer satisfaction.
Rapid upskilling and reskilling required
We need more speed. Much more speed.
But it won’t work if we continue to rely on large training programmes designed to train hundreds or thousands of people at a time. It is slow and inefficient. It is becoming increasingly clear that the best approach is to tailor training to the individual career motivations of employees (keyword: microlearning). Artificial intelligence can help. Be brave!
Learning culture, learning culture, learning culture
Always that pesky culture issue. Why is it important? Studies show that companies with a strong learning culture have higher employee loyalty, significantly more internal flexibility and speed, and a healthier management pipeline. The leverage is huge.
By the way, we at SAPERED can help with this too.
Employees develop into new positions within the organisation
The vast majority of learning managers have now recognised the potential of ‘internal mobility’. In other words, companies encourage and support their employees to develop into new roles. Companies that do this particularly well benefit from higher retention rates and from having employees with cross-functional knowledge.
Again, a cultural change is needed in many companies. There is still a certain fear among managers in many companies that they will lose their best talent to other departments. This is where you can start. Our tip: think about small steps that your company can take today.
Companies only change with their people
Companies change. In their orientation and structures, in the way they work.
But this only works if they support and involve their employees in these changes. We cannot impose change from the top down and simply expect it to be implemented.
Cross-functional relationships play an important role
77% of learning and development managers surveyed said their role has become more cross-functional. They work not only in training and talent development, but also much more closely with colleagues responsible for diversity, equity and inclusion (DE&I), talent management, leadership and recruiting. Training is no longer a siloed function within HR - because sustainable learning is always holistic. It is not about quick memorisation, but about creating a learning culture that enables continuous learning. And to create this, everyone needs to be involved.
We can help you with your mammoth task
The LinkedIn report has shown once again what we have known for a long time: Learning is no longer something organisations can do as an afterthought. It is one of the most important priorities to succeed in the digital transformation. It is not about ticking training boxes, it is about creating a learning culture that enables real development. And not just for managers, but for all employees. This is where our Learning Experiences come in: we create unique training programmes that fit you perfectly and help you achieve your goals. Not off the peg, but with a lot of expertise and a comprehensive strategy.
Does that sound exciting? Then get to know us! Book your free consultation now, we look forward to hearing from you.
