Employment has transformed in the past few years, transitioning from a five-day in-office workweek into a work-from-home environment before the present state of limbo.

Currently, 55% of employees with jobs that offer remote capabilities are working on a hybrid schedule. As 2025 has entered full-swing, many organizations continue to debate best practices for operational efficiency, employee engagement and overall productivity. From the ease of AI accessibility to collaborative global meetings, there are solutions for every kind of workplace.

One thing remains certain: learning and development (L&D) teams must target training programs to meet organizational requirements and personalize them to engage and educate employees regardless of their location.

L&D leaders have begun to face new challenges in their role regardless of industry:

• Time: Learners struggle to prioritize completing their learning plans due to workload and lack of manager authorization and support.
• Informed learning and growth opportunities: Certain teams are more engaged with internal training, such as team or department-based learning that upskills entire groups, while other departments prefer external learning in the form of tests, certifications, and diplomas.
• Global connection: These days, new hires can be found across the globe, which is different from the in-person onboarding that occurs when everyone is in the office. Complications arise at the intersection of time zones, working hours, and the standardization of onboarding practices.

While these challenges often come with growing pains, it is essential for L&D teams to gather insights from various employees and managers in each department. AI is an excellent way to achieve this while maintaining connection. Experts in career development expect to continue using AI for learning, as they are 32% more likely to use AI training programs in 2025.

Combining technology like AI and insights from employees helps managers and L&D leaders design training programs that meet the needs of each team rather than a “one-size-fits-all” approach.

Potential approaches L&D departments can take to address modern challenges to learning:

• Infuse training into employee workdays: Whether “on-the-job” training or taking courses, managers should work with L&D leaders to ensure learning opportunities are a part of an employee’s priority. From scoping out assignments that provide learners with hands-on training to scheduling time slots for training courses, managers can ensure their employees gain the experience they need in tandem with their regular assignments. 
• Listen to learners: Some departments may prefer on-the-job training over tests and certifications, L&D teams should use feedback from managers to design informed training plans for each department.
• Nurture employee relationships: For modern-day onboarding, it is beneficial to offer new hires an online, standardized, global program that is supported by localized, in-person sessions. Investing in the technology to support global onboarding efforts can reduce the disconnection between employees who are calling in, in the same room, and leading the program.
• Leverage AI to customize courses: Using AI tools to create courses and offer tailored assessments can further unlock the potential of your learners while saving time for L&D departments.

Providing enriching, continuous growth opportunities is also crucial to learner success. 87% of Millennials agree that development is important to them in a job. Learners in a variety of roles from finance to customer experience may want to develop project management skills, but will ultimately use them in ways specific to their industry.

Ultimately, learning must be more targeted to positively influence employee retention. Assessing departmental pain points and tracking skills can help build effective learning programs.  However, following through by providing role-specific, hands-on learning with guidance from leadership is going to drive better results for you learners. Learners can upskill within their organizations, nimbly responding to market changes and closing gaps between roles.

As we continue to navigate the unexpected, providing thoughtful and effective learning programs for employees is fundamental, whether your organization is a handful of employees in one office or a large global enterprise. Strategizing how you deliver L&D to your employees is a key part of creating connection and continuity regardless of size or location.

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