The State of Learner Experience, Engagement, and Solutions 2020: Gain insights into how to improve the learning culture, technologies and strategies

To learn more, we invite you to download and read the research report and infographic today:

HIGHLIGHTS FROM THE RESEARCH:

More than three-quarters report that training for new skills is the predominant driver for learning

More than two-thirds of participants agree or strongly agree that career development is a primary organizational learning driver. From the organizational perspective, career development is important for securing a talent pipeline for key job roles and ensuring talent bench strength. From the individual lens, career development is a key employee engagement lever that reinforces employee retention and drives productivity. Career development planning and design sometimes require a more personalized approach to learning. This, of course, has immense implications for organizations' learning strategies and the learning technologies they adopt.

Only about two-fifths say their organizations have a top-notch learning culture

What does such a culture entail? We believe that organizations with great learning cultures can be deemed "learning organizations." In a learning organization, learning is embedded throughout in terms of management practices, supporting HR processes and learning technologies. It also encompasses organizational values, behavioral norms, leadership style, management decision-making, communication practices and supporting HR processes. This finding is supported by our earlier research in our Supporting the Modern Learner report, where only 35% of the study's participants said that learning is a part of their company culture to very high or high extent.

A lack of collaboration is the most widely cited weakness of today's learning systems

Assessing the overall vitality of the organizations' learning systems involves studying both capabilities and reported weaknesses. A lack of collaboration is the most widely cited weakness of today's learning systems, cited by half of respondents. This makes sense in light of other findings from the survey, and it indicates that many organizations need to find ways of making their systems more collaborative. The other three most widely cited weaknesses—lack of integrative abilities, mobile friendliness, and customizability—are also indicated in other portions of the survey. These are clearly areas where many organizations will need to focus to boost learner experiences and cultivate a better learning culture.