Shaping the Future of
Learning & Development:

40%

Personalized Learning Paths

They want AI to recommend training tailored to their
unique roles and aspirations.

Engaged Employees Grow and Stay

When it comes to professional development, career growth is a far stronger motivator than money. Survey data shows that 32.6% of employees prioritize career advancement as their main reason for engaging in training—more than double the 15.2% driven by monetary incentives. While financial rewards still matter, employees are more motivated by long-term growth than short-term gains.

Survey data shows that 32.6% of employees prioritize career advancement as their main reason for engaging in training—more than double the 15.2% driven by monetary incentives. While financial rewards still matter, employees are more motivated by long-term growth than short-term gains. Recognition also plays a role, with 6.3% citing acknowledgment as a key driver for participation.

Digital Learning Drives Employee Engagement and Retention

Retaining employees offers significant financial benefits to companies by reducing recruitment and training costs while preserving productivity and expertise within the organization. One of the most effective ways to drive this engagement, and ultimately retention, is by offering training opportunities that align with employees’ career goals and preferred learning methods. Increasingly, those preferences are shifting toward digital learning formats.

65.5% of survey participants engaged in training that incorporated digital tools in the past 12 months. Impressively, 79% reported high satisfaction with the accessibility of these digital resources. Given these preferences, investing in digital and structured professional development programs is a clear way for companies to keep employees engaged and committed long-term. 

Access to Preferred Training Isn’t Enough – Employees Need Support and Control

Personalized learning is a powerful way for organizations to show their commitment to employee growth. By providing the right support and resources, companies can help employees map their career paths while ensuring they develop the skills the business values.
However, despite having access to training options that align with their learning preferences, many employees feel limited in their ability to choose their own development opportunities.

45% of surveyed employees report having little to no control over the programs they participate in. Additionally, while 75% say they receive moderate to strong career growth support from their employers, 34% feel they lack sufficient guidance. This gap highlights the need for organizations to empower employees with greater autonomy and support to shape their own learning experiences. 

Of employees receive moderate to strong career growth support