Current Trends in Employee Development

LinkedIn Talent Solutions recently launched its 2024 Workplace Learning Report, and it clearly highlighted how much AI is on the minds of professionals around the world. While that may come as no surprise, digging deeper and considering other sources like LinkedIn's Most In-Demand Skills revealed that while everyone is generally aware of AI's significance and wants to learn more, many still need help understanding how all the pieces fit together. It's clear employees desire development to advance their careers and are gradually accepting the reality that technology and AI skills will play an integral role in their future, even in non-technical roles. Interestingly, organizations continue to heavily prioritize human skills. While there's value in this human skill focus amidst the age of AI, we can't ignore the subtle queues that human skills will need to be applied in entirely new and different contexts. As we move into 2024 and beyond, it will be critically important to help employees develop new and different applications of these human skills in order to succeed amidst a hybrid future of digital and human co-workers and new, digital ways of working. This requires L&D professionals to completely reimagine their human skill development experiences, not simply work to push more people through their current portfolio. Furthermore, while it is important to continue focusing on the development of human skills, we can't ignore the need to keep employees current on the technical ins and outs of how work gets done. Even as AI provides greater assistance, employees will continue being responsible for managing and providing oversight to the tactical work, whether performed by humans or machines. If we fail here, we run the risk of employees lacking the wisdom, context, and understanding required to innovate, make critical decisions about, and mitigate risks related to the new ways of work getting done. Finally, L&D professionals must remember they are not immune to these challenges. As the needs of employees continue to expand, L&D professionals must recognize they have to do more than keep pace. Standard maintenance isn't enough and will ultimately result in falling behind. If anything, L&D needs to upskill and position itself ahead of the curve. Not only will this ensure learning leverages the latest technological innovations but also models the skills and behaviors they know are required of others. All that said, don’t just take my word for it. Check out the full Workplace Learning Report and Most In-Demand Skills data in the comments. What are your reactions? #WorkplaceLearningReport #TalentDevelopment #HumanResourcesManagement #AD

Recently, I had a conversation with an ex-colleague, someone I’ve known for years who has seen Learnig & Development (L&D) evolve alongside me. We talked about old L&D programs we designed, facilitated, or attended. Which of them truly made an impact? Which ones faded away despite the initial hype? With time and experience, we can now see what worked and what was just a trend that never took off. One thing was clear: learning that sticks is learning that adapts. We reflected on leadership development programs—some were transformative, and others were too generic. The best ones focused on self-awareness, coaching, and continuous practice rather than one-off workshops. From our memories, we naturally shifted to what works now, and here is the list that we put together as a result of brainstorming: ♦️Personalized & Adaptive Learning One-size-fits-all training is a thing of the past. Tailored learning paths based on individual skills, progress, and preferences help employees access the most relevant content at the right time. ♦️Gamification & Microlearning Attention spans are shrinking, and engagement is key. Gamification elements—such as badges, challenges, and rewards—combined with bite-sized learning modules make training more interactive and digestible. ♦️Soft Skills While technical skills remain essential, there’s a massive focus on leadership, emotional intelligence, adaptability, and communications skills that AI can’t replace. ♦️Online In-class training Employees lack the time for full-day classroom sessions and often get distracted—checking phones, answering calls, and multitasking. Online group training is changing this dynamic. Instead of losing an entire day, employees can dedicate just an hour a day to focused learning, making it easier to prioritize and absorb the content. ♦️Continuous Learning Culture The traditional approach of one-time training sessions is fading. Organizations are fostering a culture of continuous learning, encouraging employees to upskill regularly rather than reactively. Which of these (or other) trends do you see in your organization? #learning #development #trainingtrends

I've been really liking Notion AI because it can help me derive insights from my coaching notes! I then asked Claude to write a newsletter for me based on Notion AI's analysis. What an interesting read! I agree with the key trends it identified based on my notes with my clients: 1. Shift from general guidance to specific, targeted skill development 2. Growing focus on emotional well-being in career contexts 3. Increased demand for structured, actionable career development plans 4. Rising importance of adaptability and resilience in uncertain job markets 5. Emphasis on leadership skills at all career levels 6. Balancing immediate job search needs with long-term career visioning The data suggests a clear evolution in client needs and coaching approaches from 2023 to 2024. There's a noticeable trend towards more specialized, targeted support, reflecting the changing job market and economic conditions. It's interesting to note the increased attention to emotional and psychological aspects of career development. This aligns with broader trends in workplace wellness and the growing recognition of mental health's impact on professional success. The data also indicates a rise in requests for company-specific preparation, particularly for tech giants. This could reflect the competitive nature of the current job market in the tech sector. #coaching #trends #insights #career #leadership

Stay Ahead: Top 3 Corporate Training Trends to Watch in 2024 After engaging with over a hundred Learning & Development (L&D) professionals, we've identified pivotal trends shaping corporate training this year. Here’s what you need to know: Microlearning Takes the Lead: Ascending to the top spot as the preferred learning strategy for 2024, microlearning has evolved. Though not a new concept, its format and delivery are increasingly being shaped by content styles we consume on social platforms. Personalized Training Gains Momentum: With 47% of L&D experts gearing up to embrace personalized or role-specific training, the future looks promising. Advances in AI technology, coupled with tools like BizSkills, are making it easier than ever for L&D teams large and small to offer tailor-made training solutions. The Rise of Social Learning: Our inherent desire to engage—like, subscribe, comment, and share—is making its mark on corporate training. The integration of these interactive elements into professional learning environments signifies a growing trend where digital habits influence corporate training methodologies. For a deeper dive into these BizLibrary insights, explore the full survey findings here: https://lnkd.in/eJKuTdg4 ✍ Please share your thoughts below! How are these trends showing up (or not) in your corporate training?

The future of work presents a compelling paradox: While there are ~8 million job openings in the U.S., there are also ~6.8 million unemployed workers. Yet, even if every unemployed worker perfectly matched these roles, we’d still have a widening labor gap. This gap isn’t just a number—it’s a call to action. With AI accelerating the evolution of jobs, skills mismatches are becoming even more pronounced—widening the labor gap further. To keep up, we must rethink the relationship between workforce development and education. A thriving middle class is essential for a strong democracy, and ensuring access to quality education and skilling is key to making that happen. At Guild, we're seeing five transformative trends that are early proof points of the shifts coming: + Heightened scrutiny on learning & development (L&D) to drive business transformation + Integrated planning between talent acquisition and L&D to make sure organizations are ready and prepared for the talent they need + Short-form qualifications continuing to go mainstream given the urgency to solve this problem + Rising re-enrollment rates in education and skilling as individuals realize they need to upskill or reskill + Increased understanding from L&D leaders on the need for AI literacy and AI application skills in their organizations While uncertainty remains constant, those who embrace learning as a core strategy—not just a program—will thrive. How are you thinking about talent and workforce development differently this year? https://bit.ly/4aki3Ka 

In today's rapidly evolving job market, advanced degrees like MBAs and Ph.D.s, once considered gateways to secure employment, are no longer guarantees of job security. Recent data indicates that professionals with higher education are experiencing longer periods of unemployment compared to their less-educated peers. Several factors contribute to this trend: -> Remote Work and Global Talent Pool: The rise of remote work has enabled companies to source skilled labor from around the world, often at lower costs, reducing domestic opportunities for advanced-degree holders. -> Shift to Skills-Based Hiring: Employers are increasingly prioritizing specific skills over formal credentials, leading to a diminished advantage for those with advanced degrees. -> Advancements in Artificial Intelligence: AI technologies are automating tasks traditionally performed by highly educated professionals, particularly in white-collar sectors, leading to job displacement. This paradigm shift underscores the importance of continuous skill development and adaptability. Professionals must proactively update their skill sets to align with current market demands. Simultaneously, employers should recognize the value of experience and invest in reskilling initiatives to harness the full potential of their workforce. As we navigate this changing landscape, a collaborative effort between individuals and organizations is essential to redefine career pathways and ensure economic resilience. https://lnkd.in/eCrENmce

The 2025 LinkedIn Workplace Learning Report is out, and it puts career development front and center. One of the biggest takeaways? The emergence of 𝗖𝗮𝗿𝗲𝗲𝗿 𝗗𝗲𝘃𝗲𝗹𝗼𝗽𝗺𝗲𝗻𝘁 𝗖𝗵𝗮𝗺𝗽𝗶𝗼𝗻𝘀—organizations that prioritize career-driven learning and outperform their peers. In my experience, Career Development Champions approach career development in a systemic and connected way - and a critical plank of that strategy is in providing actions and defined roles that leaders can take to support employee career development. In this article, I'll share a framework I use to encourage organizations to define this role for leaders, and specific practices managers can take to support employee career development If your organization is doing this, and encouraging leaders to support employee career development I would love to hear what's working for you! #WorkplaceLearningReport #WorkplaceLearning #leadership

As employers embrace more advanced, data-driven people operating systems, employees are seeing a powerful shift: one-size-fits-all approaches are giving way to tailored, human-centered experiences that reflect the unique characteristics of each individual within today’s workforce. A recent report from McKinsey & Company envisions this as a full transformation of the people operations model. One where gen AI enables what they call a “Strategic Triumvirate” that unlocks workplace experiences that feel more intuitive and aligned with each employee’s personal goals. At Google, we strive to create a workplace where our employees can reach their full potential. By taking a data-driven, human-centered approach we not only work to facilitate stronger team performance and psychological safety, informed by research like Project Aristotle which identified key dynamics of effective teams, but also empower individual career growth through internal mobility platforms that match Googlers' skills and aspirations with relevant opportunities across the company. Learn more about Project Aristotle here: https://lnkd.in/eff_QGqw Read more about McKinsey & Company’s vision for the next era of people management here: https://lnkd.in/ehbecaKc #PeopleFirst #FutureOfWork #HRTech #EmployeeExperience #LeadershipDevelopment

Only 21% of employees feel connected to their company’s culture and 74% of managers aren’t equipped to lead change. People Analytics leaders are under pressure to bridge this gap by translating strategy into action and proving impact with data. The 2025 Workplace Trends Report by Quantum Workplace reveals seven forces that will define how we lead, build, and retain teams this year. Here’s what matters and how to measure it: 1. Culture must align with strategy. 21% of employees feel connected to their organization’s culture. Only 19% say their manager links company values to their daily work. Employees who believe leadership models values are 9.8x more likely to rate the culture as “excellent.” 2. Transformation depends on belief. 74% of HR leaders say managers aren’t equipped to lead change. 40% of employees have considered quitting due to misaligned or poorly communicated change. Organizations that communicate before, during, and after change report higher engagement and trust. 3. Retention moves from reaction to prevention. 62% of employees talked to a coworker or manager before resigning. 35% of employees say their company doesn’t act on feedback—and leave because of it. Top performers are 400–800% more productive than average employees, yet often overlooked until it’s too late. 4. Personalized development drives performance. 98% higher retention among high performers when development is personalized. Only 15% of employees say their manager has helped them build a career plan in the past 6 months. 88% of organizations cite development as their top retention strategy, yet most lack tailored programs. 5. Manager enablement becomes business critical. Managers oversee 3x as many employees as they did in 2017. Manager workloads have grown 51%, yet support has not scaled with expectations. Burnout rates among directors and managers now sit at 45% and 41%, respectively. 6. Performance must be enabled, not just managed. Only 1 in 3 employees say their performance is evaluated fairly. Employees who receive ongoing coaching and feedback show significantly higher engagement. Outdated performance processes erode trust and fail to reflect today’s pace of work. 7. HR tech must prove strategic value. Only 15% of HR leaders say they use more than 60% of their tech stack effectively. Tech that isn’t tied to outcomes leads to wasted investment and user fatigue. High-impact orgs connect tech usage to measurable behavior change and performance improvement. Full breakdown from the Quantum Workplace report in the comments. Which of these 7 trends is already reshaping your team’s strategy? #PeopleAnalytics #HRAnalytics #FutureOfWork #EmployeeExperience #OrganizationalDesign

10,000 Baby Boomers are retiring every single day. A leadership crisis or a generational opportunity? 50% of organizations still have no formal succession plan in place. (Source: SHRM) This isn’t just concerning; it’s an organizational time bomb. If you’re not preparing the next generation of leaders today, your company risks operational disruptions, stalled innovation, and broken continuity tomorrow. Here are the real shifts happening in leadership right now: 1. The Leadership Exodus Is Here Baby Boomers own and operate nearly 2.34 million small businesses in the U.S. alone. As they retire, 70% of these businesses risk closure or ownership transfer struggles. (Source: U.S. Census Bureau) CEO Turnover in 2023 hit a record high, increasing by 55% compared to pre-pandemic levels. The primary reason? Retirement. 2. Gen X and Millennials Are Stepping Up, But... While Gen X leaders are filling many roles, Millennials are next in line: By 2025, Millennials will make up 75% of the global workforce. (Source: Deloitte) The challenge? A gap in preparedness—only 14% of Millennial leaders feel “ready” to step into critical leadership positions. (Source: Global Leadership Forecast) The Solution: Invest in formal mentorship programs that bridge the generational gap. Implement structured knowledge transfer plans where retiring leaders actively guide younger talent. 3. Reverse Mentoring Is a Game-Changer Here younger employees teach senior leaders about digital advancements, AI tools, and modern workplace trends. Cisco uses reverse mentoring to foster cross-generational learning, helping senior leaders understand digital transformation better. (Source: Cisco Reports) Organizations that adopt reverse mentoring programs report 20-30% faster adoption of emerging technologies among senior leadership. 4. Skills Over Titles: The Future of Leadership What leadership skills will dominate tomorrow? ✅ Adaptability: Thriving in uncertain, tech-driven environments. ✅ Emotional Intelligence (EQ): Leading with empathy and connection. ✅ Data-Driven Decision Making: Leveraging insights to drive innovation. Companies like GE and Microsoft are focusing on upskilling their future leaders with training programs centered around AI, innovation, and digital skills. When The Coca-Cola Company's CEO took over from Muhtar Kent, he didn’t just inherit the role, he inherited a playbook of mentorship. Coca-Cola emphasized long-term succession planning with internal grooming and leadership development, ensuring a smooth transition. The result? A 5% revenue boost in the first year, driven by steady leadership amidst global disruptions. The leadership gap is real. But the organizations that proactively plan for this shift will emerge stronger, smarter, and future-ready. Are you ready to bridge the gap? #HR #Recruitment #Trending #Mentorship #ExecutiveSearch