L&D trends & stats essential for every workplace in 2025
During 2024 we have seen more focus on L&D as a subject area, and 2025 will be no different.
As organizations face AI knowledge development, sustainability challenges, diversity, equity, and inclusion concerns, along with the development of core human skills such as empathy, which have become scarce post-pandemic, L&D has become a strategic priority to ensure employees remain engaged, skilled, and ready for the challenge of a changing workplace in 2025 and beyond.
L&D plays a critical role in driving employee engagement, fostering continuous upskilling, and future-proofing businesses to stay competitive. This article highlights statistics across a range of key and developing trends in L&D, that all L&D professionals need to know as we head towards 2025.
Digital learning: The shift to eLearning and hybrid solutions
Digital learning platforms are transforming workplace learning by providing flexible, on-demand opportunities for employees to gain new skills and certifications at their own pace, empowering them to broaden their expertise in ways that would have been difficult to access without eLearning solutions.
LinkedIn has reported that 90% of companies offer their employees some form of digital learning. These forms of learning have been shown to take 40%-60% less time than traditional face-to-face learning (Devlin Peck), therefore adding to cost effectivity. Additionally, IBM research shows that learners can learn material 3- 5 times as more when using digital programs than traditional classroom methods, therefore saving both time and resources (Schoox).
The uptake in eLearning solutions is reflected in the rapid growth of the industry, the global learning experience platform (LXP) market was USD 508.5 million in 2020, and is estimated to reach USD 2186.4 million by 2026 with a 25.3% CAGR (Globe Newswire). This growth is expected to continue to USD1 trillion by 2032 (GM Insights).
AI can assist not only in creating learning content but also in planning and determining the specific needs of each organization. The ‘one size fits all’ approach to learning is quickly becoming outdated, being replaced by personalized learning plans for each employee, curated within seconds with the help of AI. A study by Mercer reports that only 27% of workers have recently undergone a formal skills assessment. These assessments, especially for small L&D teams, can require a significant number of resources. However, with the help of AI, employee learning preferences and progress can be managed more efficiently, saving time and improving learning outcomes across the company
Continuous upskilling: Addressing the skills gap
With LinkedIn naming upskilling as number two in their “Top 5 L&D focus areas for 2024”, upskilling is a trend that is expected to carry with prominence into 2025. Advancements such as AI, automation, and digital transformation, have led to an increasing emphasis on lifelong learning to help workers stay relevant. Now, upskilling and narrowing skill gaps is an essential priority for all leaders in L&D. A study by LinkedIn shows that 89% of L&D professionals agree that proactively building employee skills will help to navigate the evolving future of work.
Upskilling employees is not a one-sided process – it involves a collaboration between employee and employer but is one that will benefit both. Upskilled employees are shown to be more engaged and will be more equipped to carry out their roles. Statistics show that 94% of today’s workforce lack the full skills needed to do their job well in 2030 (HowNow), highlighting that investment in upskilling today will reap rewards for years to come.
Employees are eager to upskill with PWC reporting that 74% of workers want to develop their skills to remain employable. While we are seeing a trend of upskilling in many employees, LinkedIn has identified that the cohort most eager to upskill is Gen Z. They have stated that 53% of Gen Z value learning for career progress, while only 37% of Millennials, Gen X, and Baby Boomers feel the same. Employers can benefit from this eagerness to upskill by offering development opportunities that attract and retain talent, particularly from the Gen Z workforce, who prioritize learning as a key factor in career growth. By addressing the skills gap through learning programs, companies can ensure their workforce remains competitive and adaptable in the 2025 job market.
Human skills: Meeting the demand
As organizations shift toward a digital-first world, there is growing demand for human skills like communication, teamwork, and critical thinking to complement technical expertise. 2025 trends are pointing towards human skills becoming a large feature in the workplace, with 91% of L&D professionals agreeing that human skills are increasingly important (LinkedIn). The take-up of human skills learning is still at a development stage, as not all organizations are meeting this demand. A study by Wiley shows that 74% of individuals surveyed said their organization offers professional development for their employees but only 35% said it offers human skills development.
By addressing this gap and investing in human skills, employers can better equip their workforce to navigate the complexities of a digital-first world. Organizations that prioritize these skills will not only enhance collaboration and innovation but also foster a more adaptable and resilient workforce.
The focus on human skills is one that is growing as the workplace changes. The rise of remote work has further emphasized the need for strong interpersonal and self-management skills, as employees must collaborate effectively from a distance. Forbes has listed emotional intelligence among the top 5 most in-demand skills for 2025, and 92% of hiring managers agree that candidates with strong human skills are becoming increasingly important (LinkedIn). These stats highlight the growing emphasis on human skills in the hiring process, as companies recognize their critical role in fostering effective collaboration, leadership, and adaptability in the workplace. The same study attributed 89% of bad hires to poor human skills. Organizations that prioritize these abilities from the interview stage onward are better positioned to build high-performing teams and reduce turnover, ultimately driving long-term success.
The future of microlearning: Learning in the flow of work
Microlearning is an L&D approach that is a highly effective mode of corporate learning, offering short, targeted modules that fit seamlessly into employees’ daily routines. The concept for microlearning was discovered in the 1880s – but has become a fast-growing trend over the past few years. With 58% of employees expressing greater motivation when training is delivered in a microlearning format (LinkedIn), companies are increasingly leveraging this method to boost engagement. Completion rates for microlearning courses are notably high, ranging from 70% to 80% (LinkedIn) underscoring its appeal and accessibility. This approach, learning in the flow of work, makes skill development more seamless and relevant to daily tasks.
Microlearning appeals to organizations due to its benefits in the workplace. Learning and Development Society research states that 71% of executives believe that staff productivity is improved as a direct result of microlearning, while a study by the Association for Educational Communications and Technology shows retention rates see an increase of 20% to 30% with the use of microlearning (Psicosmart). This increased productivity and knowledge retention ultimately enhance the return on investment for learning initiatives, as organizations can achieve more significant results with less time and resources dedicated to learning. Additionally, microlearning has been shown to make material more digestible and understandable for a learner. Solitary learners engaging in self-paced microlearning modules demonstrated a 23% improvement in knowledge retention compared to traditional group-based learning formats (Nikolaroza). These metrics highlight the significant impact of microlearning in fostering a more skilled, productive, and adaptable workforce.
The world of work has never moved so fast, with the rise of AI and other technological adoptions making for a world where revolutionary developments are announced on a daily basis. As your organization plans to the future, learning becomes an imperative in a bid to stay relevant. Employees who don’t understand AI will quickly be left behind. New recruits who lack traditional human skills will be isolated. Ultimately, performance will decrease, and at a pace faster than ever before.
