The Evolution of Workplace Learning: Key Insights from LinkedIn’s 2019 Report

6 July 2023

As futurist Alvin Toffler famously stated, “The illiterate of the 21st century will not be those who cannot read and write, but those who cannot learn, unlearn, and relearn.” This quote perfectly captures the essence of continuous workplace learning.

Drawing insights from LinkedIn’s influential 2019 Workplace Learning Report, this article explores essential trends shaping the future of workplace learning and how you can strategically implement them to empower your organisation.

The Rise of Strategic Talent Development

LinkedIn’s report indicates a pivotal shift in how talent development is viewed within organisations. Historically seen as merely operational, L&D has now moved towards becoming a strategic business partner. Executive support for L&D is growing, evidenced by the significant decrease in talent developers citing ‘limited budget’ as a primary challenge—from 49% in 2017 down to 27% in 2019.

With stronger financial backing and leadership buy-in, L&D teams can now proactively focus on forward-thinking initiatives, talent growth, and strategic skills forecasting. Leaders are beginning to realise the profound return on investment that effective learning programmes deliver.

Closing Skills Gaps: An Organisational Priority

In 2019, the top priority for talent developers was identifying and closing skills gaps. This crucial task ensures organisations remain competitive and adaptive. According to LinkedIn’s findings, organisations tackled this challenge through multiple strategic approaches:

74% conducted internal skills assessments.
66% closely monitored business KPIs and performance metrics.
61% collaborated directly with senior executives to align L&D with strategic business goals.

Actively closing these gaps ensures employees remain skilled, engaged, and productive—critical to long-term organisational success.

Adopting Marketing Tactics for Learning Engagement

Innovative talent developers now embrace marketing strategies to boost employee engagement in learning programmes. Email marketing, in particular, has emerged as a highly effective tool—used by 65% of developers and successfully driving 61% of employees to learning programmes.

However, the LinkedIn report highlights an untapped resource: leveraging managers as promoters of learning initiatives. While 69% of talent developers involve managers in promoting learning, only 46% of employees currently discover learning programmes through their managers or senior leaders. Strengthening this managerial link could significantly boost employee participation and learning outcomes.

Adapting Learning to Modern Workforce Preferences

Today’s learners, especially the incoming Generation Z workforce, prefer flexible, accessible, and technologically integrated learning experiences. LinkedIn found 74% of talent developers were actively adapting L&D programmes to cater specifically to Gen Z preferences, including mobile and micro-learning platforms.

Moreover, manager involvement proves critical, with 75% of employees willing to take courses directly assigned by their managers. This highlights managers’ essential role in motivating learners and maximising engagement across all generational cohorts.

The Shift Towards Online Learning

Reflecting a significant industry trend, L&D budgets have shifted noticeably from traditional instructor-led training (ILT) towards online learning. Since 2017, 59% of talent developers have increased spending on digital learning solutions, while 39% have reduced their spending on traditional, classroom-based training.

Online learning platforms offer greater flexibility, scalability, and cost-effectiveness, aligning perfectly with the dynamic needs of today’s diverse workforce.

Taking Action: Your Path to Effective Workplace Learning

To stay competitive and future-ready, consider these three essential actions based on LinkedIn’s insights:

1. Invest Strategically in L&D
Recognise learning as a strategic function. Allocate budgets and resources accordingly, ensuring talent development initiatives align clearly with organisational goals and business outcomes.

2. Actively Address Your Skills Gap
Prioritise identifying and closing skills gaps. Perform regular assessments, align skills training with business needs, and consistently involve managers and executives in skills development processes.

3. Embrace and Expand Online Learning Opportunities
Maximise the potential of digital platforms to deliver engaging, accessible, and flexible learning opportunities. Tailor online training to meet the diverse preferences and needs of your workforce, ensuring higher engagement and retention of knowledge.

Conclusion: Foster a Culture of Continuous Learning

The workplace learning landscape is evolving rapidly. By staying informed and agile, you can leverage these critical trends to empower your organisation. Foster an environment where continuous learning is embedded into your company culture, driving innovation, productivity, and sustained growth.

Brian Herbert wisely noted:

“The capacity to learn is a gift; the ability to learn is a skill; the willingness to learn is a choice.”

Choose continuous learning, and your organisation will thrive.

Further Learning and Development Insights

Deepen your understanding of workplace learning trends, leadership development, and strategic management by exploring the resources at the Upleashed LearningLab. Equip yourself and your organisation for sustained success and innovation.