In today’s fast-changing world of work, one thing is clear: the ability to learn and adapt is essential. From shifting technologies to evolving job roles, employees are navigating a landscape where continuous upskilling is a necessity.
To better understand how workers are responding to this challenge, D2L partnered with Morning Consult to survey nearly 1,000 full-time, salaried employees across the United States*. The resulting whitepaper, Upskill With Purpose: Creating a Future-Ready Workforce, explores employee and employer priorities, preferences for non-traditional learning and the growing demand for flexible, career-aligned training.
The findings reveal a workforce that’s motivated to grow—but often lacks the structured support, clarity and alignment with employer strategies to do so effectively. For learning and development (L&D) leaders, this presents both a challenge and an opportunity: to reimagine training as a strategic lever for engagement, retention and long-term success.
Here are five key insights from the research, along with practical steps organizations can take to empower their people and prepare for what comes next.
Employees Are Ready to Learn—But Need Clearer Guidance
The desire to grow is strong: 75% of employees say they’ll need to supplement their skills to advance professionally in the next three years. Yet many feel they’re navigating this journey alone. More than half (56%) report being left to their own devices when it comes to learning about emerging technologies like AI.
While 64% of employees say their companies provide AI tools, only a quarter strongly agree their employer has a clear vision for how those tools should be used. This lack of clarity can lead to confusion, missed opportunities and even fear—33% of workers still worry that AI could eventually replace their jobs.
What organizations can do:
- Provide structured learning pathways: Offer clear, role-specific guidance on how to build new skills, especially in areas like AI, data literacy and digital collaboration.
- Develop internal AI literacy programs: Help employees understand how AI can support—not replace—their work and build confidence through hands-on experimentation.
- Communicate a vision: Share how new technologies fit into the company’s broader strategy and how employees can grow alongside them.
AI Offers Opportunity—Support Can Unlock Its Full Potential
Despite some lingering concerns, most employees are optimistic about AI’s role in the workplace. According to the survey:
- 69% believe AI will help them do their jobs better
- 68% expect it to free up time for more strategic and creative work
- 65% are excited for AI to take over repetitive tasks
This enthusiasm can present a major opportunity if organizations provide the right support. Currently, many employees are experimenting with AI on their own, often without formal training or clear expectations.
What organizations can do:
- Foster a “human + AI” mindset: Reinforce the value of human skills like creativity, communication, and leadership. These are skills that AI cannot replicate.
- Create safe spaces for experimentation: Encourage employees to test AI tools in low-risk environments and share what they learn.
- Measure impact: Track how AI is improving productivity, engagement and skills development to refine your approach over time.
- Understand that AI isn’t just a technology shift—it’s a cultural one, too: Organizations that embrace it thoughtfully can unlock new levels of innovation and efficiency.
Align Training With What Employees Value
While employers often design training to meet business needs—like adapting to new technologies or improving compliance—employees are driven by more personal goals. According to the survey:
- 59% of workers say increasing their earning potential is their top reason for pursuing training
- Nearly 50% cite job security as a reason for upskilling
- 45% are motivated by personal growth
This disconnect can lead to low engagement in training programs, even when they’re well-funded. Employees want to know: “What’s in it for me?”
What organizations can do:
- Make the connection to career growth explicit: Show how training leads to promotions, raises or new opportunities within the company.
- Offer meaningful incentives: Bonuses, recognition and dedicated time for learning during work hours can go a long way.
- Balance business goals with personal development: Design programs that serve both the organization’s future and the employee’s aspirations.
Non-Traditional Learning Is the New Normal
Gone are the days when a college degree was the only path to career advancement. Today’s workers are choosing learning options that are flexible, relevant and immediately applicable. The survey found that in the last three years:
- 56% of employees have undertaken training on their own
- 52% have participated in employer-provided training
- Only about a quarter have pursued college or university courses
When it comes to credentials, employees value those that are recognized in their industry and tied to real-world outcomes. Nearly half (49%) say industry certifications are the most valuable, followed closely by advanced degrees and professional designations (48%).
What organizations can do:
- Support diverse learning pathways: Offer financial assistance for certifications, online courses and other non-traditional formats.
- Recognize informal learning: Acknowledge self-directed learning and provide ways for employees to showcase what they’ve learned.
- Partner with trusted providers: Work with platforms and associations that offer up-to-date, industry-relevant training.
Flexibility and Interactivity Drive Engagement
Employees aren’t only asking for more training—they’re asking for it to be better. While many have encountered quizzes and videos in their learning journeys, fewer have experienced more immersive formats like simulations, gamification or collaborative exercises.
The most effective format for upskilling employees? Interactive modules with real-time feedback, cited by 45% of workers as the best for building skills. And flexibility is key: 41% of employees say they prioritize training that fits into their schedules.
What organizations can do:
- Diversify learning formats: Go beyond static content to include simulations, role-playing and gamified experiences that make learning stick.
- Prioritize flexibility: Offer self-paced, hybrid
,and mobile-friendly options that allow employees to learn when and how it works best for them.
- Connect training to real outcomes: Make it clear how learning translates into better performance, new responsibilities or career advancement.
Learning Is the New Competitive Advantage
D2L’s and Morning Consult’s research makes one thing clear: employees are ready to grow. They’re optimistic about the future of work but need the right support to get there. That means structured learning pathways, flexible formats that respect their time and training that aligns with both business goals and personal aspirations.
The opportunity for organizations is significant. By aligning learning with what employees truly value, embracing interactive and accessible formats and fostering a culture of continuous development, companies can build a workforce that’s ready and willing to change.
Explore the full whitepaper now.
*Disclosure: In January 2025, D2L partnered with Morning Consult to conduct a survey of 996 full-time, salaried employees in the United States. The goal was to gain insights into how the evolving AI landscape is influencing their professional and learning needs. This paper presents an analysis of the survey results and draws conclusions based on the findings.
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