2024 Workplace Learning Report | LinkedIn Learning

Talent Development

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As many organizations continue to invest in learning and development (L&D) initiatives, LinkedIn’s newly released 2024 Workplace Learning report provides several insights to consider. The 39-page report, based on survey feedback from 1,636 L&D and HR professionals with L&D responsibilities who influence budget decisions, covers topics such as AI’s impact on L&D and skills development, to name a few. One highlight is the rise of helping employees develop their careers from the ninth to the fourth position on the list of L&D’s top priorities. One way organizations are supporting career development is by enabling greater internal mobility (IM). However, only 1 in 5 employees report having confidence in their ability to make an internal move in their organization. As I have shared many times previously, I believe technology (e.g., internal talent marketplace platforms) is an impactful way to drive IM at scale. However, it is critical for organizations to also address non-tech barriers to IM, such as policies that restrict internal movement (e.g., the employee must be in a role for a certain amount of time before moving to another internal role or opportunity) and talent hoarding (e.g., where managers want to keep their top performers and limit their ability to move anywhere else in the company). With this in mind, I am resharing my one-page editable template of six non-technological IM barriers that exist in organizations. While there are other non-tech barriers to IM, this template can help jumpstart an organization’s thinking on this topic.