Top Corporate Learning Challenges and Strategies for 2024

We recently conducted a survey that crossed 6 continents and reached more than 500 professionals in charge of training in organizations around the world.

In this first of a series of articles, we will be sharing our findings on the key challenges and strategies in corporate learning for this year, offering a clear look at the evolving landscape of team training.

Top Challenges

Let's first look at the main hurdles professionals anticipate in 2024. Understanding these challenges is crucial for HR professionals aiming for success in training.

Here are the top 5 challenges professionals see coming this year:

#1 Future-proofing the leadership

Developing effective leaders is the top challenge, with 46% of professionals highlighting leadership training as a primary concern.?

This involves nurturing skills like communication, emotional intelligence, adaptability, and strategic decision-making.

Successful leadership programs should include hands-on experiences, mentorship, and a mix of theoretical and practical knowledge.

When planning your leadership development strategy, also consider manageability of work. According to this recent Gartner study, managers say that doing work that is focused, executable and sustainable is five times more important than upskilling alone.

#2 Retaining employees

Keeping talented employees is an ongoing challenge. Beyond competitive compensation, creating a sense of belonging and purpose is crucial.?

Strategies include personalized career paths, positive work environments (including remote and hybrid workplaces), recognition programs and opportunities for continuous learning and development.

#3 Engaging employees in training

Engagement goes beyond salary and benefits. It's about creating an environment where employees feel valued, empowered, and aligned with the company's goals.?

Effective communication, feedback mechanisms, meaningful work, and a supportive culture of trust contribute to higher engagement levels.

#4 Creating a culture of learning

Encouraging continuous learning is vital in a fast-changing landscape. This includes fostering a growth mindset, providing accessible learning resources, integrating learning into daily work, and using strategies like microlearning.?

Recognizing and rewarding a culture that values curiosity and innovation is crucial.

#5 Bridging skills gap

Addressing the gap between available skills and workforce needs is a pressing concern.?

Proactive measures such as upskilling and reskilling programs, partnerships with educational institutions, and workforce planning are essential to meet market demands.

In today's landscape, organizations are shifting focus towards skills rather than traditional backgrounds and roles. This Deloitte survey of more than a thousand HR professionals and executives around the world and in all sectors shows that 90% of executives are actively experimenting with skills-based practices.?

Top Strategies

Now, let's explore the strategies professionals are using to tackle these challenges and improve results in 2024, with aligning learning strategy with business goals topping the list.

Here are the top 5 strategies pros are investing on:

#1 Learning strategy aligned with business goals

Aligning learning with business objectives is the top strategy, chosen by 45% of professionals. Crafting a strategy involves understanding the company's direction, identifying skill gaps, and tailoring training plans to meet these needs.

An effective strategy not only addresses immediate training requirements but also anticipates future skill demands, ensuring that learning initiatives contribute directly to achieving organizational goals.

#2 Continuous learning

Embracing a culture of continuous learning goes beyond formal training sessions, encouraging employees to engage in ongoing skill development.?

This could mean micro-learning modules, self-paced courses, or mentorship programs, fostering a mindset where learning is an integral part of daily work life.

#3 Coaching and mentoring programs

Investing in strong mentorship structures can significantly impact employee growth and retention.?

These programs provide guidance, support, and personalized development, enhancing employee skills and fostering a sense of belonging.

#4 Knowledge sharing initiatives

Facilitating avenues for knowledge exchange and collaboration is invaluable. Encouraging employees to share insights, best practices, and lessons learned strengthens the collective knowledge base of the organization.

This could involve platforms for sharing expertise, regular team meetings, or cross-departmental workshops.

#5 Skills-based hiring and learning

Identifying and recruiting based on specific skill sets needed for current roles while simultaneously investing in upskilling and reskilling initiatives ensures that the workforce remains aligned with evolving job requirements.?

This approach helps in building a more agile and adaptable team ready to tackle future challenges.

Autonomy is important for corporate learners - but with employer guidance and support

With the gradual shift toward a greater focus on skills as the fundamental units of work and the speed at which these skills change, every worker in the organization has a distinct learning path.

Individuals expect learning opportunities within companies, not only to perform their functions better but also for their professional development. The design of the best learning path is increasingly in the hands of professionals.

Learning increasingly occurs in fragments, continuously, and is integrated into the workflow, enhancing retention, practical applicability, and the business impact of what is learned.

Considering that workers have more autonomy to upskill as they need and that the main challenge is to align training with business goals, training professionals must be able to keep skills mapped and make sure individual plans reflect business needs.

Final Thoughts

In the realm of professional development, today's top challenges — leadership training and employee retention — are met with robust solutions: fortified leadership programs, nurturing work environments, and a focus on ongoing skills-based learning.?

A shift toward valuing skills over backgrounds adds complexity in forecasting and acquiring essential proficiencies. Learning professionals pivot by aligning strategies with business objectives, investing in continuous learning and skills-centric recruitment.?

These findings are part of our survey report Top Corporate Learning Challenges and Strategies for 2024. Get the full report here