Tommy Richardson explores new data highlighting AI’s growing role and enormous potential in personalising L&D. The shift couldn’t come at a better time. With engagement lagging and employees seeking more relevant development, AI-driven training offers tailored, adaptive experiences that boost satisfaction, support growth and help organisations future-proof their learning strategies.

Innovation in workplace learning and development has taken a leap forward with the integration of AI. Employees who once saw training as another job-related requirement to check off are now seeking customised experiences that support their roles, career goals and learning preferences. Teams leveraging AI for personalisation and adaptability have already begun to revolutionise their L&D strategies, and new research indicates that more targeted utilisation can further boost employee engagement and business success.

Personalised learning appeals to employees who feel stuck

Given the economic volatility and job market uncertainty currently making headlines, it’s not uncommon for organisations to struggle with disengaged teams. Stability-focused employees are lingering longer, hesitant to take chances in pursuit of career growth or new positions. But, just because they are reluctant to go doesn’t mean they’re excited to stay. According to results of a 2024 Gallup poll, 62% of employees report being disengaged, with 15% actively disengaged.

90% report that effective workplace training boosts their engagement

Though few are taking risks to explore opportunities outside their current companies, many workers do want to hone their skills through employer-provided professional development. Even as engagement rates dip, 60% of employees consider professional development tools highly important. More specifically, 90% report that effective workplace training boosts their engagement, which means companies can likely improve performance, job satisfaction and retention with highly personalised, impactful training.

AI-enhanced L&D tools strike the ideal balance, delivering the tailored experiences employees crave and empowering employers to offer meaningful, outcome-driven programs. The technology enables customisation by assessing trainees’ skills, preferences and career objectives, then identifies strengths and areas for improvement. Employees have been receptive to the feedback so far, according to a recent survey examining the evolving role of AI and technology in L&D, which revealed that 58% of employees already using AI for work are excited about its potential to personalize training.

AI-powered adaptive training can enhance career progression

Every industry and role has unique learning requirements, and personalisation is essential to delivering relevant training. AI-powered platforms can analyse industry-specific trends and shape educational content accordingly. This adaptivity ensures that employees not only gain relevant skills but also feel their time is being valued, traditionally a significant driver of engagement.

Career progression is a leading motivator for professional development

Another advantage of adaptive training is its ability to prepare employees for AI adoption itself. Making AI a feature of L&D demystifies the technology and equips teams with the essential skills to succeed in increasingly AI-driven workplaces as they advance their careers. In fact, career progression is a leading motivator for professional development, with 32.6% of employees citing it as the primary reason they prioritise learning. Companies that leverage AI can foster this professional growth by directly aligning training with future-oriented goals. When employees see a connection between development programs and their aspirations, they’re more likely to stay engaged and loyal.

Listening to employees leads to smarter strategies

A commitment to listening is at the core of effective L&D. Experiences and insights provided by employees should serve as a roadmap for refining programs, and they notice when their input is not considered or adequately incorporated into training. For example, while many companies offer learning formats that align with preferences, such as interactive digital tools and video-based content, nearly one-third of employees still report moderate dissatisfaction with the quality and interactivity of existing resources. And only 45% of employees feel they have enough autonomy over their training activities.

Having limited influence can hamper enthusiasm for training, even when the opportunities are plentiful. Empowering employees with options and input encourages participation while deepening their commitment to the learning process and their organisations.

Companies that successfully tailor their training with AI can unlock benefits that go beyond personalisation, boosting overall staff retention and workforce satisfaction. Using innovation to automate tedious processes, such as skill assessments and progress tracking, makes the user’s experience more enjoyable. AI frees up time for both employees and HR teams so L&D leaders can focus on strategic initiatives rather than administrative tasks. Subsequently, the financial impact of higher satisfaction and retention rates often becomes clear, as retaining skilled staffers lowers recruitment costs while increasing productivity and preserving institutional knowledge.

As a practical tool for addressing employee learning needs, AI is invaluable to organisations building long-term resilience through professional development. Using the technology to deliver personalised, adaptive training bridges engagement gaps and reinforces an employer’s commitment to supporting employees’ career growth. Ultimately, companies still relying on static L&D programs and ineffective tools can hardly expect their teams to overcome stagnation. To drive real results, it’s critical to lead by example and provide resources designed to evolve with the workforce.

Tommy Richardson is the Chief Product and Technology Officer at Litmos