What Motivates employees to learn new skills

​The demand for upskilling and reskilling is clearly high. However, some figures hint at a slight contradiction. How can employees be satisfied with their current training opportunities while still craving more?
The Driving Forces Behind Employee Learning
Understanding the motivations behind workplace learning is key to designing effective training programs. While 78% of employees are motivated to complete work-related training, the reasons behind this motivation provide valuable insights into how organizations can meet growing demands for skill development.
Personal Growth as the Primary Driver
Personal growth has surpassed professional advancement as the top motivator for workplace learning. Traditionally viewed as secondary, 39% of employees now rank personal development among their top three reasons for learning. This highlights a deeper intrinsic value of continuous education beyond career progression and job necessity.
Employees as Active Participants in Their Careers
For 77% of employees, learning new skills provides a sense of purpose. While 33% cite meeting job requirements or qualifications as a key motivator, an equal percentage emphasize the need to stay updated with industry advancements. Additionally, 37% worry about their skills becoming obsolete.
These findings suggest that employees recognize the rapidly evolving nature of the workplace. Rather than passively accepting change, they actively seek ways to stay relevant, achieve stability, and enhance marketability.
Employees seek growth opportunities and purpose. Simply offering a wide array of training materials does not equate to a thriving learning culture. Your team should be able to see how their work contributes to the organization’s success. Learning paths should be thoughtfully curated to align with promotion and development opportunities. Employees will be more engaged when they can clearly see how their efforts relate directly to their goals, performance, and career growth.
Understanding the Difference: Upskilling vs. Reskilling
Upskilling and reskilling serve different purposes:

• Upskilling builds on existing skills to help employees progress in their careers or improve job performance.
• Reskilling trains employees in entirely new skill sets, allowing them to transition into different roles or career paths.

While 38% of employees receive both upskilling and reskilling opportunities, nearly half (48%) report being offered upskilling alone, compared to only 15% who receive reskilling.
Satisfaction rates are also higher for upskilling, with 73% of employees expressing satisfaction compared to 62% for reskilling. This suggests that while job roles may evolve, employees and employers prioritize skill refinement rather than complete career pivots.
The Impact of Upskilling and Reskilling
To assess the effectiveness of skill-building initiatives, employees were asked to evaluate their impact across six key areas:
1. Competitiveness in the Job Market

• 61% of employees believe that upskilling and reskilling enhance their marketability.
• Continuous learning ensures employees remain competitive in evolving industries.

2. Job Security

• 64% of employees feel that skill-building initiatives boost their job security.
• Organizations that invest in workforce development help employees confidently navigate industry changes.

3. Job Performance

• 69% report that training programs have improved their job performance.
• Well-trained employees are better equipped to meet job demands, leading to increased productivity and efficiency.

4. Adaptability to Change

• 64% say training has helped them navigate role or industry shifts.
• 65% credit learning programs with improving their ability to adapt to new technologies.

5. Financial Wellness

• 52% report that training has positively impacted their financial well-being.
• 31% engage in upskilling and reskilling to enhance their earning potential.

6. Professional Growth

• 67% believe skill-building supports their professional development.
• A culture of continuous learning fosters innovation, resilience, and workforce stability.

 
 10 Strategies for Enhancing Skill Development Programs
1. Expand Skill Variety

• Conduct employee surveys to identify training needs.
• Perform skills gap assessments.
• Offer diverse, industry-relevant training opportunities.

2. Make Training Relevant and Practical

• Implement immersive learning strategies such as simulations and role-playing.
• Align training with job roles and company objectives.
• Utilize adaptive learning technologies for personalized experiences.

3. Offer Flexible, Bite-Sized Learning

• Provide on-the-job training opportunities.
• Support both structured and flexible learning.
• Incorporate microlearning modules.

4. Address Generational Differences

• Design customized training for different age groups.
• Use blended learning approaches to accommodate varied learning styles.
• Create targeted campaigns to engage Gen Z employees.

5. Provide Level-Specific Training

• Conduct career-stage needs assessments.
• Ensure training opportunities are available to senior executives.

6. Leverage Digital Learning Platforms

• Utilize eLearning solutions for seamless training delivery.
• Incorporate gamification, mobile learning, and interactive content.

7. Foster a Healthy Learning Culture

• Dedicate structured time for employee training.
• Link training initiatives to well-being programs.
• Encourage senior leaders to champion learning.

8. Support Personal Aspirations

• Recognize and reward learning achievements.
• Offer courses beyond job-specific skills.
• Provide soft skills training in leadership, resilience, and emotional intelligence.

9. Empower Employees with Autonomy

• Promote self-directed learning.
• Collect and act on employee feedback regarding training initiatives.

10. Bridge the Remote Learning Gap

• Utilize technology for enhanced collaboration.
• Offer flexible scheduling and asynchronous learning options.
• Ensure on-site employees have access to designated training spaces.

​A Generational Divide in Learning Satisfaction
Our research indicates that upskilling and reskilling satisfaction increases with age. It peaks at 77% among employees over 54 and drops to 54% among Gen Z employees.
Notably, Gen Z employees dedicate more personal time to training, with 29% completing courses outside of work hours. However, they face greater barriers—34% report challenges, and 20% feel that their managers don’t understand their development needs.
Gen Z is poised to become the largest workforce segment, so their unique learning expectations must be prioritized. A 2022 Workplace Intelligence study found that 74% of Millennial and Gen Z employees planned to leave their jobs within a year due to lacking skills development opportunities.

The Future of Workplace Learning
Understanding the motivations behind employee learning is critical for designing impactful training programs. Organizations that prioritize skill-building initiatives tailored to personal growth, career stability, and job relevance will create an adaptable, engaged, and future-ready workforce.