We partnered with our friends at TalentLMS on a new research report exploring 1,000 full-time employees’ assessment of the training they’re getting now, what they want more of in 2024—and what might be at stake if they don’t get it.
Also within the report, an array of L&D leaders and industry experts weigh in on what the findings might mean for L&D leaders looking to make an impact in the new year.
Read on for a few of the findings. But for the full story, download the report.
Employees remain hungry for training and recognize its role in their success
Respondents recognize the evolution of work and understand the importance of upskilling and the shrinking half life of skills today. In fact, 41% of employees say they would look for another job in 2024 if their company doesn’t provide them with training opportunities.
Their appetite for learning also extends beyond what their companies offer: 68% of respondents say they take training on their own time and dime to improve their workplace skills.
[L&D teams] can’t keep the gates to education closed anymore, no matter how hard we try. Instead, we need to become learning marketplace curators—and trust that our employees are smart enough to figure out what they want to develop in and give them the autonomy to seek it out.
– Sarah Cannistra, Fractional Chief Learning Officer & L&D Career Coach
Host of The L&D Career Club and Good Learning Podcasts
Employees want more training content on topics related to the evolving nature of work
The future of work is fueling a desire for training that both helps people understand and use AI tools.
Notably, however, there was a meaningful gap in the AI training respondents want compared to what employers are currently providing: 71% of respondents want to understand how AI affects their roles, with 51% getting relevant training content. And regardless of their age group, 67% of respondents say they want training on AI tools, with only 29% getting it.
“The most important educational need in the workplace is to teach people how to use and innovate with generative AI,” says Professor Jules White, Director of the Vanderbilt Initiative on the Future of Learning and Generative AI. “It’s imperative that they are given the opportunity to learn these tools and innovate with them, so they aren’t at a disadvantage in the workplace.”
Short, convenient training with a human touch hasn’t gone out of style
In terms of engagement, even in an age of automation, humor, storytelling, visuals, and videos get high marks for effectiveness. For example, 72% of respondents feel more engaged by training programs that incorporate short video content than programs that don’t, and nearly three quarters (74%) say that information delivered as part of a story helps them retain information better.
“Leveraging these methods of communication can help cultivate a positive and enjoyable learning atmosphere that motivates and focuses employees,” says Professor Jessica Briskin, graduate coordinator in the Department of Technology, Analytics, & Workforce Learning at Commonwealth University, Bloomsburg. “It’s important to note, however, that their effectiveness always depends on factors such as the target audience, cultural sensitivity, media quality, relevance and tone.”
For all the insights—including additional findings about personalization, preferred training formats, top learner pet peeves, and much more—download the full report.
And to see what four forward-thinking L&D executives make of the findings—and what they recommend L&D leaders consider as a result—register for our January webinar:
