6 Trends in Learning and Development You Need to Know

1. Just-in-Time Learning – Learning When and Where It’s Needed

Just-in-time learning focuses on providing employees with the exact knowledge they need at the moment they need it. This means solutions should be quick, simple, and focused—not large, comprehensive learning programs.

Why is it important?
Traditional learning programs risk losing relevance because they don’t address employees’ immediate challenges. Employees often just need practical, actionable solutions that align with their core tasks. Just-in-time learning increases efficiency, reduces wasted time, and integrates learning naturally into the workday.

2. AI-Driven Learning with Potential and Pitfalls

AI is revolutionizing how we develop learning programs. From creating personalized learning journeys to analyzing data and suggesting optimizations, AI can save resources and make learning more relevant for individual employees. However, AI is not without its pitfalls.

Why is it important?
AI can automate and streamline processes, but without an understanding of the target audience, AI solutions risk creating learning that lacks depth and human relevance. AI-generated learning programs must be validated and adapted to meet the real needs of the audience and business goals. While powerful, the technology requires human insight to use effectively.

3. Microlearning and Bite-Sized Learning

Microlearning—short, focused learning segments—is becoming increasingly popular. Research shows that employees learn best in sessions lasting 8-10 minutes. Bite-sized learning also allows for easy revisiting of specific topics when needed.

Why is it important?
In a busy workday, it’s rarely possible to dedicate hours to learning. Microlearning integrates learning into manageable, practical segments. It helps employees find and use the knowledge they need, exactly when they need it. This supports the demand for simple, efficient, and relevant learning.

4. Employees Want Relevance – Not Just Expertise

Relevance has become a key focus for employees, who increasingly ask, “What’s in it for me?” It’s not just about delivering professional knowledge but connecting learning directly to employees’ daily work, needs, and goals.

Why is it important?
When learning feels relevant and tied to daily tasks or career development, engagement increases significantly. Relevance drives motivation and makes learning more effective because employees see the value in what they’re learning.

5. Video Is Still Essential – And More Social Than Ever

Video remains one of the most effective formats for learning and development. It’s not going away—on the contrary. Socially-oriented videos, where employees share experiences via peer-to-peer video, are particularly gaining traction.

Why is it important?
Video is visual, engaging, and flexible. It can be used for everything from onboarding to process optimization and embedding company culture. Peer-to-peer videos foster stronger connections between employees, enhance knowledge sharing, and make learning more authentic and credible. It’s an excellent way to boost cohesion and engagement within the organization.

6. Podcasts and Audio in Learning

The audio format is growing as an essential part of corporate learning. Podcasts enable employees to learn while commuting, walking, or working on tasks that don’t require full mental focus.

Why is it important?
Audio is a flexible format that makes learning accessible in situations where other formats aren’t practical. It’s especially suitable for diving into complex topics or nuanced discussions without a clear right or wrong answer. Employees can learn at their own pace, making podcasts ideal for reflection and long-term development.

2025: Focus on Relevance and Efficiency

The latest trends in learning and development highlight one central insight: employees want learning that is relevant, efficient, and accessible. Whether you’re working with AI, video, podcasts, or microlearning, success depends on understanding the audience and their needs. When learning is tailored to their daily lives and made practically applicable, it creates real value—for both employees and the organization.

Want to learn more about how to implement these trends in your organization? Contact us, and let us help you design learning that works.