Like most aspects of the workplace, learning and development are ever evolving. In this past year, some significant shifts and trends have materialized and expanded. Here, we explore four of those trends and consider how they have shaped the current workplace learning environment.

Generative AI: This is surely not a surprise. Generative AI is a type of artificial intelligence that can create new content such as images, text, music, video, and code.

While attending this year’s Association for Talent Development International Conference, I made note of what one expert presenter shared regarding AI. In an effort to reassure a group of learning and development professionals, this expert offered: “AI will not take your job but someone who knows how to successfully leverage AI might.”

The majority of learning applications, programs, and software are integrating multiple AI features. These features offer support in the form of note taking, brainstorming, video creation including video to action, transcription, and feedback. One advantage of using AI in this form is that generally speaking, the application is providing a secure user experience.

Organizations that use AI while also communicating the continued importance of relationship building have an opportunity to grow multiple skill sets simultaneously. An additional best practice is to have a standardized approach and philosophy, possibly even a policy relating to the proper use and citing when AI is applied.

Microlearning: Learning and development professionals know that they are up against shortened attention spans in addition to the extensive to-do list most individuals attempt to take on during any given day. These are two of the many factors that have resulted in the increased prevalence of microlearning.

Pulling from the digital zeitgeist, we can connect this trend to Google and TikTok. To define this concept better, online course provider Coursera Inc. offers this: Microlearning is a way of gaining knowledge that breaks information into small chunks, typically five to 10 minutes long. Microlearning has its roots in psychologist Hermann Ebbinghaus’s concept called the “forgetting curve,” which says that people only retain 24% of the information learned after a month from first encountering it.

A typical microlearning is short, engaging, and impactful. Envision a three-minute to five-minute educational video with multisensory features such as an engaging speaker, high-impact visuals, optional sound effects and/or music, followed by an opportunity for interactive gratification, such as a quiz. Many existing learning and development tools also have incorporated options for creating microlearnings. By being able to integrate brief, impactful learning experiences into the course of an employee’s day, microlearning has a lot to offer, including a measure of accountability, in the current learning environment.

Individualized learning: This means customizing learning journeys for your employees. The more tailored and focused, the better. Many of today’s workplace learners do not have the time to participate in learning that is not directly relevant to them or aligned with their aspirations, and research shows that adult learners exhibit better retention when they have learning experiences they find meaningful.

Some organizations begin by tailoring paths and content according to role or tenure. A next step often is to personalize according to growth and development plans and team-member goals, or develop a system whereby the learners themselves can customize their journey.

AI has been a huge asset in this work. Think Netflix. AI features can suggest and curate online content for a learner based on their interests and other key data points. Many learning-management systems have this technology built in. Smaller, more digestible microlearnings also can play a key role in the successful creation of a tailored learning journey.

Well-being and support: Whether it’s burnout, fatigue, or postelection stress, many employees are struggling, and organizations are impacted. To recognize the employee as a whole and mitigate this, strong learning organizations are integrating a slate of learning opportunities that are focusing on health and well-being. And although physical wellness is part of overall well-being, this is not the typical “Couch to 5K” model but rather programming that centers on managing your workload, practicing good self-care, and concepts such as mindfulness.

Wellness-oriented educational opportunities encourage employees to be more in tune with their well-being, but when combined with a benefits package that supports wellness and an overall organizational culture of support are likely to yield significant positive outcomes. Some of these outcomes include higher job satisfaction, improved motivation and productivity, fewer absences, enhanced company reputation, and higher rates of retention.

Today’s workplace is dynamic, and in order to support a true growth environment and remain competitive, our learning and development systems must be dynamic as well. In an effort to highlight a few of the most prominent shifts, we have examined just a few of them here. Learning organizations’ responses will impact the ability to attract, grow, and retain a high-quality and satisfied workforce.

René Johnston, of Spokane, owns Employee Engagement Solutions, a consulting and employee-engagement training company.