It feels like we were posting the top L&D trends for 2024 articles just yesterday. In these, we were all buzzing about personalized learning, the human touch, and the rise of AI in learning and development.
But guess what? The L&D world never stops spinning, and it moves fast. As we go into 2025, a whole new set of learning and development trends is emerging, and if you want to keep your teams skilled up and your organization thriving, you need to be ready.
11 key L&D trends to watch in 2025
We’ve done the research and combined that with our own survey findings from our Annual L&D Benchmark Report to create the following list of 11 trends in the learning and development industry. From AI-powered platforms to the rise of learning in the flow of work, these are the L&D trends that will define 2025 and beyond.
- GenAI training
- Humanization in the AI era
- Upskilling and reskilling
- Skills-based learning
- Personalized learning
- Multigenerational training
- Learning in the flow of work
- Mental health training
- Data literacy
- Work-life balance
- ‘Antifragility’: Learning from the unexpected
Trend 1: Forget the hype, GenAI is here to stay (and train)
GenAI was the buzzword in L&D last year, and for good reason.
In 2025, we’ll see a surge of sophisticated GenAI tools transforming workplace training.
These artificial intelligence (AI) tools can generate learning content and assessments, identify skill gaps, and recommend relevant courses to address those gaps.
It can also help your employees work faster and do more high value work as opposed to spending time on time-consuming work. McKinsey predicts GenAI could automate tasks that occupy 60% to 70% of employees’ time, freeing them to focus on more strategic and creative work.
Trend 2: Human touch takes center stage
It’s a bit of a paradox, isn’t it? As technology advances and automation becomes more prevalent, the uniquely human elements of work are taken center stage.
In 2025, those uniquely human qualities like empathy, communication, and creative problem-solving that machines simply can’t replicate will be in high demand. It’s not only about what AI can do but also about what it can’t do.
What do employees want? They are on board with this shift too, with 68% emphasizing the importance of interpersonal skills training in the coming year.
Trend 3: Nimble upskilling and reskilling
In 2025 and beyond, the skills that got your team to where they are today might not be the skills they need tomorrow.
The pace of technological change is relentless, and the half-life of skills is shrinking faster than ever. In fact, a whopping 42% of workplace tasks are predicted to be automated by 2027. That’s a seismic amount of tasks, and it means L&D needs to be ready to adapt at lightning speed.
In 2025, we’ll see a surge in “nimble upskilling and reskilling” initiatives. Think rapid-fire employee training software, microlearning modules, and on-the-job learning practices designed to equip employees with the in-demand skills they need, precisely when they need them.
But it’s not just about speed—it’s also about relevance. The skills landscape is constantly evolving, with some skills surging in demand while others fade into obsolescence. L&D professionals need to stay ahead of the curve, constantly updating their skills based training programs and skill taxonomies to reflect the changing needs of the business.
Employees are also feeling the pressure. A strong 69% say that faster delivery of new training programs will be crucial in 2025. They know they need to adapt to thrive in this rapidly changing world of work.
Trend 4: Skills-based learning—forget the degree, show me the skills
The traditional education model is becoming increasingly outdated. Employers are less concerned with formal qualifications and more interested in what candidates can actually do. They need people who can adapt quickly, learn new technologies, and solve real-world problems.
Skills-based learning offers a win-win solution.
This approach ditches lengthy academic pathways in favor of targeted, bite-sized learning experiences focusing on specific, in-demand and critical skills.
On top of that, it’s not just employers driving this change. Employees themselves are eager for skills-based learning opportunities. A staggering 85% of employees say that training on practical skills they can quickly apply at work will be essential in the coming year. They want to stay ahead of the curve, remain competitive in the job market, and contribute meaningfully to their organizations.
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Trend 5: Personalized learning
In 2025, L&D will adopt personalized learning experiences that cater to the unique needs of each individual.
This shift towards personalization is driven by two factors. Firstly, the workforce is becoming increasingly diverse, spanning generations, roles, and skill sets. Secondly, employees are demanding more control over their workplace learning journeys. They want to learn what they need, when they need it, in a way that suits their personal preferences.
In terms of benefits, personalized learning leads to improved learner engagement, knowledge retention, and on-the-job performance. It empowers employees to take ownership of their development and accelerate their career growth.
It’s no wonder that 79% of employees believe personalized continuous learning will be crucial in 2025.
To stay ahead of the curve, L&D professionals need to embrace technologies that enable personalization and AI-powered learning tools. They also need to develop a deep understanding of their employees’ needs and aspirations, and design learning experiences that address those individual needs.
Trend 6: Bridging the generational divide
As we said, our workforce spans multiple generations, each with its own unique characteristics, preferences, and expectations regarding learning. What works for one, won’t work for the other, so personalization is key to bridging the generation gap and organizational success.
For instance, Generation Z, the youngest generation in the workforce, expresses the lowest levels of satisfaction with workplace training. They desire captivating and interactive training experiences that align with their specific needs and aspirations. As digital natives, they are adept at using technology and anticipate learning to be readily available and accessible on-demand.
Employee training that follows a more traditional path like lectures and note-taking might not work well with them.
On the other hand, Millennials, who report the highest levels of satisfaction with training, value opportunities for collaboration and mentorship. They appreciate a blended learning approach that combines online and in-person learning experiences.
Gen X and Baby Boomers, while may be less computer-savvy than their younger counterparts, bring a wealth of experience and knowledge sharing to the table. They value structured learning environments and appreciate clear expectations and feedback, while being able to move at their own pace.
Understanding these generational nuances will help L&D professionals create more inclusive and effective learning experiences that cater to the unique needs of each group.
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Trend 7: Learning in the flow of work
In 2025, learning might become more integrated into the daily workflows of companies.
No more disruptive training sessions that pull employees away from their tasks. Instead, L&D will focus on offering just-in-time learning experiences that are readily accessible and easily digestible.
Think microlearning modules that can be consumed in minutes, on-the-job training that gives immediate feedback and support, and performance support tools that offer instant access to information and guidance.
“Learning Culture at Work“, Keep it Simple podcast quote:
“Over 91% of teams now rank learning together as really important, and it’s in the top drivers of great work culture.” – Andy Lancaster, Chief Learning Officer, award-winning author
Trend 8: Mental health matters
The old adage “leave your problems at the door” is officially outdated. In 2025, forward-thinking organizations will need to pay more attention to employee wellbeing or they will lose their workforce.
And L&D will play a key role in creating a workplace where employees can truly thrive.
L&D needs to help create a culture of psychological safety, where employees feel comfortable speaking up about their mental health challenges and seeking support when they need it.
L&D can contribute to this shift by hosting training programs that promote mental health awareness, resilience, and stress management techniques. Things like workshops on mindfulness, emotional intelligence, and coping strategies for dealing with workplace pressures are all great options.
It’s also important to address the specific needs of different generations. Gen Z, for example, is particularly vocal about the importance of mental health support, ranking it among their top three priorities for 2025.
Trend 9: Data literacy—because “gut feeling” isn’t a business strategy
We’re living in a data-driven world. From customer insights and market trends to employee performance and operational efficiency, data is everywhere. But it’s not enough to simply have data—you need to know what to do with it.
That’s where data literacy comes in. It’s the ability to read, work with, analyse, and argue with data. It’s about understanding what the data is telling you, drawing meaningful insights, and using those insights to make informed decisions.
In 2025, data literacy will be an important skill for employees at all levels. L&D professionals have a big role to play in equipping their workforce with these new skills and confidence to become data-literate.
This might involve incorporating data analysis modules into existing training programs, offering workshops on data visualization and interpretation, or extending access to online resources and tools that help employees develop their data skills.
The benefits of a data-literate workforce are numerous. Employees who can easily understand and use data are better able to find trends, solve problems, and help make strategic decisions. This also leads to improved efficiency, innovation, and overall business performance.
Trend 10: Battling burnout
Employee burnout is reaching epidemic proportions. According to recent research, it’s a real and pressing issue that’s impacting individuals and organizations alike. This study reveals a staggering 78% of respondents believe their workforce will face the same or even higher risk of burnout in 2025.
Like addressing mental health, tackling burnout requires a more multifaceted approach. It’s about recognizing the root causes of burnout—excessive workloads, lack of control, poor work-life balance, and unmanageable stress—and equipping employees with the tools and strategies to handle these challenges.
L&D can play a defining role by:
- Promoting work-life integration in the form of training and resources that motivate employees to manage their workloads effectively, set boundaries, and achieve a healthy integration between their work and personal lives.
- Equipping employees with stress management tools. L&D can offer workshops and programs that teach practical stress management techniques, mindfulness practices, and coping mechanisms.
Trend 11: Learning from the unexpected
The only constant in today’s world is change. Disruption is the new normal, and organizations must adapt quickly and effectively to thrive. This requires a workforce that embraces change and learns from it.
That’s where “antifragility” comes in.
Antifragility, a concept popularized by Nassim Nicholas Taleb, goes beyond resilience. It’s not just about bouncing back from setbacks—it’s about actually growing stronger and more capable in response to challenges and volatility.
So how can L&D foster antifragility in the workforce? It’s about creating learning experiences that embrace uncertainty, encourage experimentation, and promote a growth mindset.
Think simulations that throw unexpected challenges at employees, forcing them to think on their feet and adapt to new situations. Think workshops that explore different approaches to problem-solving, encouraging employees to embrace ambiguity and find creative solutions. Or learning programs that focus on self-reflection, where mistakes are seen as opportunities for growth rather than failures.
The future of L&D: a journey, not a destination
We’ve explored a whirlwind of the latest trends in learning and development that are set to reshape the learning landscape in 2025 and beyond. From the rise of AI and the metaverse to the enduring importance of human soft skills and the need for nimble upskilling, the future of learning is dynamic, complex, and full of possibilities.
But these learning and development trends are not isolated phenomena. They’re interconnected concepts that are shaping the future of work and demanding a new approach to L&D. An approach that embraces agility, personalization, and a human-centric focus.
As we move forward, the key lies in not just understanding these L&D trends but in actively shaping them. It’s about asking the right questions, experimenting with new approaches, and constantly adapting to the evolving needs of our workforce.
So, as you enter the exciting world of L&D trends for 2025, consider these questions:
- How can your company use AI to make learning better, but still keep people involved?
- Are you taking employee wellbeing seriously and making it key part of your employee retention strategy?
- How can you create learning experiences that meet the needs and aspirations of your employees?
- What’s the best way to build a learning culture that’s resilient and helps your team bounce back when things go wrong?
- And ultimately, what role will L&D play in shaping the future of work and preparing employees for the challenges and opportunities that lie ahead?
The future of L&D is not a predetermined destination—it’s a journey we embark on together. A journey of continuous learning, adaptation, and growth. A journey that promises to be as exciting and transformative as the trends themselves.