As rapid technological change reshapes the workplace, employees are eager to build new skills to stay relevant and advance their careers. Learning and development leaders are well-positioned to meet this challenge and offer strategic learning opportunities that drive growth and retention.

Recent data collected by D2L and Morning Consult underscores this need. While 75% of L&D leaders feel a strong sense of urgency to prepare their organizations for the effects of AI on their work, nearly 40% of employees believe their employers are not prioritizing AI professional development opportunities.

In a competitive labor market where employers face persistent retention and recruitment challenges, developing internal talent is more important than ever. Offering employees meaningful opportunities to grow—whether through AI-focused upskilling or other strategic learning initiatives—demonstrates employers’ commitment to their development and can significantly improve engagement.

For these efforts to succeed long-term, initiatives must be closely aligned with company-specific career pathways and broader organizational objectives. By prioritizing tailored learning experiences, organizations can foster a culture of continuous learning that empowers employees to refine their expertise and stay adaptable in an AI-driven future.

Employees know AI is the next frontier

The World Economic Forum predicts that by 2027, 44% of workers’ skills will be disrupted, with technological literacy—particularly in AI and big data—among the top skills gaining relevance. Employees are well aware of this impending shift, especially Gen Z and millennial workers, many of whom express concerns about being replaced by colleagues with better AI skills.

At the same time, many workers view their employers as their most trusted source for navigating these shifts. Our research found that 41% of employees would look to their current employer first for job-specific skill building, compared to only 17% who would seek programs at a community college and 14% who would look to a university.

This presents a crucial opportunity for L&D leaders to step up and deliver strategic learning programs that not only meet employees’ expectations but also enhance the organization’s competitiveness. By investing in AI upskilling, employers can cultivate a workforce that drives efficiency, optimizes workflows and fosters innovation. Additionally, the cost of failing to meet employee training expectations is high, considering the cost of hiring a new employee can be as much as seven times the cost of upskilling an existing one.

To retain workers and attract top talent going forward, organizations must reposition themselves as leaders in meaningful skill development—especially in AI. By embracing targeted learning opportunities, companies can help employees of all levels advance their skill sets and keep pace with evolving AI tools and technology.

3 strategies for effective AI upskilling

As organizations prepare for the future of work, strategic learning initiatives are critical—not just for AI proficiency but for positioning your workforce to thrive amid ongoing technological advancements.

Here are three AI upskilling strategies to guide your efforts:

1. Align learning with business objectives and career growth.

Learning programs should be designed to serve dual purposes: helping employees grow in their careers and driving the organization’s strategic goals. Our research highlights the importance of relevance, with 56% of L&D leaders and 58% of employees ranking relevance as a top priority for effective training.

This is particularly important in the context of AI, where training should be tailored to the specific roles and needs within each department. For example, finance teams may benefit from AI-driven analytics training, while HR might focus on AI-enhanced recruitment and workforce management tools.

Outcomes-focused learning experiences, which highlight specific skills and real-world applications, can help increase employee interest and buy-in. By demonstrating how learning aligns with career development and broader company goals, you create a sense of purpose and motivation that encourages employees to actively participate in upskilling initiatives.

2. Promote flexibility to foster a culture of continuous development.

Employees are more likely to engage with learning when it’s convenient and flexible. In today’s hybrid work environment, L&D leaders must design programs that accommodate varied schedules, work locations and learning preferences. This flexibility is crucial not only for engagement but for fostering a long-term culture of continuous learning.

Online learning platforms, for example, deliver content so employees can progress at their own pace. Self-paced courses on AI applications or leadership development enable employees to balance professional growth with their current responsibilities. This flexibility is key to meeting the needs of a diverse, distributed workforce, with 42% of employees indicating a preference for online learning over in-person formats.

Offering flexible learning options removes barriers to participation and positions ongoing learning as an integral part of the workplace. Encouraging employees and managers to set regular development goals, track progress and revisit learning plans ensures that skill development isn’t a one-time event but a continuous journey. This approach reinforces a growth mindset and allows your workforce to remain adaptable to the rapid technological shifts, such as AI advancements, that will continue to shape the future of work.

This long-term commitment to learning ensures that your workforce is not only skilled for today but prepared for the challenges and opportunities of tomorrow.

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