The future of L&D: Top eLearning trends for 2023

The future of L&D: Top eLearning trends for 2023

2022 was definitely a year for the books. We saw changes to the working (and thus training) landscape on a global level. As we head into a new year, it’s a good time to take a look at eLearning trends for 2023.

Inflation, economic downturns, rising living costs, social upheaval, and recession are some of the changes 2022 has brought. And they affected people both on a personal and professional level. This is why learning and development strategies have shifted focus leading to new initiatives on the horizon to fit the needs of people today.

6 training trends to watch out for in 2023

This year’s biggest L&D trends are a reflection of the changes in working practices and advancements in technology that 2022 brought. They focus on new skills, new training delivery methods, and a new view of the workplace.

Some of the trends included in this list aren’t exactly new concepts. But we’ll explain why we predict they’re going to be more widely adopted and become more popular this year.

The future of L&D: Top eLearning trends for 2023

With that said, let’s take a look at the top eLearning trends for 2023:

1. Focusing on digital skills

Growing people’s digital literacy might seem quite obvious as technology is constantly evolving, especially after many organizations have shifted to remote and hybrid work models. But digital transformation is not an easy task.

This year, organizations are still in the process of adopting new technologies, and employees need training on using new tools in their jobs. Digital skills are not a nice-to-have anymore. They’re a must-have.

Employees, management, and leadership will be focusing on investing in digital literacy so they can understand and apply technology to improve processes. And as most businesses operate online, cybersecurity training programs will become a high priority for raising awareness and building knowledge on cybersecurity best practices.

2. Training a hybrid workforce

Lots of companies offer the option for a hybrid work model all over the world. Both employees and employers recognize the value of more flexible work arrangements in improving the quality of work life.

But changing where and when employees work also means changing how training is presented. Training a hybrid workforce requires a different approach. Companies need solutions that offer both in-office and remote workers a quality training experience. They need to focus on communication and inclusion to help those working from home feel like part of the company. And they need to reassess how they deliver training and possibly put less emphasis on in-person courses while focusing more on mobile solutions.

The hybrid workplace requires a hybrid training model, aka blended learning. Many companies will roll out self-paced training combined with some live (online) sessions. This kind of compromise reduces the “us vs. them” mentality that can develop in a hybrid workforce while still catering to the variety of work situations within the organization.

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3. Investing in continuous learning

With more and more employees leaving their organizations and not applying for job openings, employers have shifted their focus to optimizing their employee learning strategy as a means of giving a reason to employees to apply for their job openings and then stick around for longer.

Today’s workforce is driven by knowledge, power, and a variety of career development options. All these are possible to acquire through a continuous learning (or lifelong learning) journey.

Moreover, in a continuous learning culture, employees feel heard, valued, and motivated. This means they’re more likely to perform better in their role. So, you get to build strong teams with highly engaged individuals that can help set up your organization for long-term success.

Helping employees upskill or reskill for the jobs they have and the jobs they want in the future will be the focus for many organizations this year. Offering a lifelong learning journey also means offering training that improves the work environment. Content may range from technical skills to leadership development to diversity and inclusion training.

Whatever the need, companies can show employees they care about them by designing training programs with their futures in mind.

4. Developing leadership to ensure employee retention

The core of every organization is strong leadership. A good leader optimizes the employee experience, fosters teamwork, and creates a safe environment for employees. But poor leadership may lead to low employee engagement and high turnover rates.

Businesses need competent leaders now, more than ever before.

Quiet quitting is not just a viral trend. Employees are willing to leave their organization if not satisfied and opt for a wider array of job opportunities available globally. Thus, by investing in building strong leadership in your organization, you develop empathetic, active listeners who are happy to provide employees with support and guidance.

This is why in 2023, we’ll witness more and more organizations creating leadership training programs to assist leaders in inspiring their team members and thriving in conflict management, delegation, and decision-making. And most importantly, retaining top talent and bringing success.

5. Delivering on-demand and personalized learning

Jobs across all sectors are becoming increasingly specialized. And more robust LMS technology means employers can offer personalized learning on-demand to keep employees engaged. More companies will create customized learning paths that allow employees to learn what they need when they need it.

For example, they may set up training paths for specific roles in their LMS. Then, when employees log in, they’ll see a curated list of courses that relate directly to their jobs.

On-demand and self-paced training will also be on the rise as companies cater to the different roles. More employers will allow their employees to fit training into their schedules rather than taking them away from busy workdays.

They may turn to mobile training that allows deskless employees to log in through the convenience of their own smart devices. Or, they’ll provide options for self-paced learning busy employees can engage in during downtime on the job or even after work when things are calmer.

6. Including well-being training

The kinds of training companies turn to this year won’t all necessarily be tied to the job. Recent experience has shown the importance of maintaining a healthy work-life balance. It also shed light on the real risk of burnout to employee health and happiness.

In the coming months, companies will offer more courses aimed at improving mental, physical, and financial well-being. They might include content like fighting burnout, maintaining a work-life balance, and financial wellness.

They will also focus on personal development with topics like productivity hacks, mindfulness, taking time off, or even how to manage your personal finances and reduce stress.

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L&D for this year—and beyond

In the future, employee development will encompass much more than just technical skills, compliance, and policies & procedures. Many companies already recognize that training is a core part of a positive and productive workplace. Based on the trends we’re seeing (and those we expect to see), the role of L&D is expanding to support stronger and healthier workplace cultures.

A good training strategy is inseparable from company success. It’s a key element of building and growing your company going forward. Now is the time to emphasize the importance of employee development in your organization—and revisit your strategy accordingly.

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