It’s little surprise that upskilling and retention topped the list of priorities for HR and business leaders at the beginning of 2024. Research from the Chartered Institute for Professional Development (CIPD) found 37% of UK companies are grappling with hard-to-fill vacancies, with 20% expecting to face significant problems in filling vacancies in the coming months. The talent race is on.
Cost-effective training for skilled labour already on staff, coupled with an ongoing programme of regular upskilling to keep a business in the forefront, presents a persuasive alternative to expensive recruiting rounds. Yet delivering the personalised learning that workers crave is a huge challenge to global businesses with finite learning and development (L&D) resources.
Three out of four (76%) HR and business leaders say they struggle to develop training courses with current resources, according to CYPHER Learning’s new research, and many are falling short of the mark. 70% of workers feel their organisation’s L&D could be better, and nearly one third (30%) state this negatively impacts their job satisfaction. For 36%, poor L&D makes them consider leaving.
Workers’ appetite for L&D
Retaining experienced employees isn’t just vital for business continuity, but leads to higher productivity, as satisfied employees are estimated to be 12% more productive. However, L&D’s role in employee retention is often overlooked, with businesses typically highlighting flexible working offerings, private healthcare and free lunches as key benefits.
Yet research shows employees that feel empowered to build new skills through personalised development plans are more likely to feel valued by their employer. In fact, 89% of workers say they would feel encouraged and enthusiastic if offered bespoke training for their role, “depending on the content and delivery of the programme.”
This goodwill dividend not only makes it more likely an employee will stay with their organisation – reducing turnover rates and associated costs – it also helps them to improve their job performance. Employees who reported that training they received was “exceptionally rewarding” also said that it had been a “game-changer” for their professional development and directly applicable to current work.
Delivering more than just training
Personalised training addresses individual needs and career goals, while supporting workforce engagement and retention. Yet the gold standard of personalised, high-quality training is still out of reach for many. More than two-thirds (68%) of workers find current training programmes lack personalisation and relevance. Worryingly, 43% say insufficient training is holding them back from career advancement.
At many companies, delivery of bespoke, relevant learning opportunities is dependent on a line manager’s resources and choices. Managers must know what skills an employee needs to carry out their role, what skills they already have, and what training they need. But not all managers have the time or expertise to provide this support – especially not in larger teams or at multinational companies.
Regardless of how well-equipped managers are, their support is crucial for employee development. Therefore, workers dissatisfied with their current L&D often blame managers, with 53% saying their supervisors are under-equipped to help them progress in their career. Over half (55%) feel their managers do not know enough about their skills.
From training to triumph
What’s clear is that managers and L&D teams need a helping hand in delivering the personalised training that workers want. Until recently, resources needed to map employees’ tailored skills and recommend training has been out of reach. But new technology could hold the answer to delivering personalised training at scale. AI-driven modern learning platforms can tailor content, track progress, and provide real-time feedback, making personalised L&D accessible and effective. These platforms deliver within the constraints of time and budget, helping to see that all employees receive high-quality training.
Benefits of AI-driven learning platforms extend far beyond an upskilled workforce. Research shows that transparency in L&D practices, such as clear communication about training opportunities and transparent progress tracking, can build trust and make employees feel valued. In turn, this increased trust leads to higher employee engagement, better performance, and lower turnover.
Further to this, adapting training resources to suit employees’ varied learning preferences can give all workers opportunities to thrive and drive greater inclusivity in the workforce. With current technology,it is possible to develop inclusive training programmes with speed and economy, serving in-office and remote workers alike even at enterprise scale. Amid the urgent talent race, catering to diverse learning needs is increasingly important, with 27% of workers self-identifying as neurodivergent, a figure that rises to 40% in 18–25-year-olds. The improved sense of belonging that generally follows is a soft benefit, but not an ineffable one: this too can aid productivity and employee retention.
Winning the talent race
Effective L&D programmes are essential for enhancing employee retention and driving business success. Technology now allows businesses to deliver personalised, contextually relevant training programs more easily than ever before. AI is reducing the legwork associated with adapting training materials and equipping managers with the skills they need to support their teams. And the usual outcome – a more satisfied, loyal group of employees with an appetite for continuous learning – is a win-win for businesses and workers alike.
