Organisations are moving away from top-down driven development frameworks and empowering employees to lead their own learning. Some examples of employee-led learning include: 

• moving away from a one-size-fits-all’ approach
• creating personalised learning paths to help employees in their current role, next role and future roles;  
• basing content on both development needs and interests.

68% of employees prefer to learn at work, according to recent research by LinkedIn, but they don’t always have time to complete learning activities. In fact, the same research found that the #1 challenge for talent development is getting employees to make time for learning. 

Over half of employees (58%) want to learn at their own pace depending on their requirements, development needs and interests. But employees still want their manager’s input on how to improve, with 56% saying they would spend more time learning if their manager suggested activities.

Instead of a ‘one-size-fits-all’ approach, organisations are creating personalised learning paths that develop employees in their current role, next role and future career paths.”