Learning and development (L&D) is a key player in employee growth and performance. As organizations learn how to leverage this powerful strategic tool, its impact on business success is becoming more apparent as well.

The concept of L&D is nothing new, but forces ranging from global factors to developing technologies to skills gaps are pushing businesses to develop better L&D strategies. 

Let’s explore some of the most notable changes happening in the world of learning and development right now.

Many of these shifts reflect a growing understanding that L&D can be leveraged strategically to drive both talent and business outcomes. 

Let’s dive in.

One-and-done training is taking a step back in favor of a new model with greater efficacy and staying power. Organizations are now embracing learning as an ongoing process that integrates a variety of methods and materials, rather than something that can be achieved solely through training.

Far too frequently, training is engaged to fulfill short-term skills needs, such as learning compliance requirements, and exists simply to check a box. This is rarely effective at providing lasting skills development for employees.

Continuous learning, on the other hand, supports the long-term development and career advancement of a workforce. Learning doesn’t stop once a course has been completed or an employee gets promoted; it’s an ongoing process that’s central to the day-to-day culture of the organization.

Training still has its place under this broader approach, but it also encompasses other initiatives such as mentorship, on-the-job learning and formal education.

Many L&D teams are shifting their focus from specific job roles to a greater emphasis on broad professional skills. 

This trend prioritizes broad professional skills that are critical to the business and often even applicable across multiple job functions. One example of this is investing in cross-training of employees.

A key advantage of this approach is that it helps to build an agile workforce of individuals with highly transferable skills who can move within the organization to fill critical roles. This can also be beneficial for organizational needs like succession planning and addressing urgent hiring concerns. However, it's important to note that this shift doesn't eliminate the need for specific credentials, especially in industries such as healthcare.

The modern workplace has changed, and so have employee expectations. Countless research studies show that today’s employees value more than just a paycheck at work. As many as 80% of job candidates consider professional development and training offerings when seeking new jobs, according to the American Staffing Association. 

When dealing with talent shortages and ultra-high competition for job candidates, strong, impactful L&D programs that prioritize career progression can make all the difference.

The connection between learning and employee engagement is clearer than ever.

Previous tactics for employee engagement - break room pizza parties, corporate swag - just don’t cut it anymore. The data shows that today’s top talent seeks out employers who value their personal and professional development. In one study, 4 out of 5 employees interviewed feel better engaged when given meaningful learning opportunities at work.

This trend spotlights the importance of fostering an environment where continuous learning is valued and encouraged. Worker engagement has the power to drive business success from the ground up. Offering directed learning and other resources for personal and professional development connects individual growth to the success of the business.  

In the past, L&D largely existed in a silo under Human Resources and was rarely tied to greater business objectives.

Today, L&D’s sphere of influence has expanded. There’s a growing emphasis on leveraging L&D strategically to drive business outcomes beyond HR.

This means that there’s also a push to ensure that L&D programs are measurable and can deliver an ROI.

Organizations that are evaluating L&D solutions should thus invest in technology equipped with analytics to track the right ROI metrics. This will make it possible to showcase the value of L&D efforts on business outcomes.

Emerging challenges have necessitated critical shifts in the way businesses approach L&D. The most agile leaders can stay ahead of the curve and leverage L&D strategically to boost employee engagement and business goals alike.

Need to upskill, fast? Download this guide for steps on how to implement an effective skill-building program for quick impact.