Employee Training Statistics (2025)

Sixty-six percent of U.S. employees feel they need new skills to advance in their roles and 41% plan to leave their employers in 2025 if they don’t get proper training. It’s clear that organizations must prioritize learning and development (L&D) initiatives. 

Globally, the eLearning market has grown from $281.22 billion in 2023 to $320.96 billion in 2024 at a CAGR of 14.1%. It reflects a shift towards innovative, technology-driven training solutions. However, challenges persist, with 60% of employees at large organizations rating their eLearning experiences as subpar or irrelevant.

This article delves into key employee training statistics for 2024. We explore trends and challenges to help organizations create training programs that close skill gaps and engage employees. 

Employee Training Statistics Highlights

• 92% of L&D budgets either remained unchanged or increased. 
• Two-thirds (66%) of U.S. employees feel they need new skills to advance their careers. Without access to training, 41% are ready to leave their jobs in 2024.
• U.S. training spending dropped by 3.7% in 2024, amounting to $98 billion.
• 94% of employees say they would stay longer with a company that provides learning and development opportunities.
• In 2024, 60% of employees in large organizations described their eLearning experiences as mediocre or poor.
• Gamified training programs see a 60% boost in learner engagement, making learning more fun and effective.
• Low employee engagement led to a $8.9 trillion loss in global GDP.

Global Employee Training Statistics and Facts

• Almost 94% of employees say they’d stay longer at a company that invests in their growth. Learning and development programs are crucial in keeping employees motivated. They’re also essential for building long-term organizational success.
• 92% of learning & development budgets are either remaining the same or increasing. Steadfast funding indicates a strong commitment to employee development. It highlights the importance organizations place on investing in development for lasting success.
• Gen Z values personal and professional growth more than other generations. To keep them engaged, companies need to offer clear opportunities for growth.

• 68% of businesses consider employee training a strategic investment rather than an expense. Learning and development is increasingly seen as essential for achieving long-term business goals. It includes innovation and maintaining a competitive edge.
• In 2024, 60% of employees rated their e-learning experience as poor or irrelevant to their role. It signals a need for improvement in the quality of digital training. Businesses must refine their e-learning strategies to boost engagement and learning outcomes.
• Low employee engagement costs the global economy $8.9 trillion, or 9% of global GDP. This shows how crucial employee involvement is for driving positive results in organizations.

Statistics on In-Demand Skills and Technology 

• 86% of L&D teams are exploring the use of AI to support digital learning initiatives. It demonstrates a growing recognition of AI’s potential to enhance training programs. This shift indicates that organizations are prioritizing technology to improve learning experiences and outcomes.

• Seventy-three percent of learning professionals believe new technologies will shape digital learning’s future. This highlights the growing role of innovations, which will be crucial for improving learning programs’ effectiveness and engagement in the years ahead.
• Employees strongly prefer visual learning, with 72% feeling more engaged when training programs include short video content. Additionally, 7 in 10 employees retain information presented in videos better than information delivered in writing, emphasizing the power of visual content for effective learning.
• 96% of learning leaders consider digital learning crucial or highly important to their overall L&D strategy for 2024, reflecting its central role in workforce development. This consensus highlights the growing reliance on digital learning solutions to meet the evolving needs of employees and organizations.
• 58% of employees use social media to learn new skills, and employers are adapting by incorporating various social media platforms into training, with YouTube being the most popular, followed by Facebook and Instagram. Only 28% of employees reported that their company does not utilize social media for training purposes.
• Technology and software (including AI) take the lead (41%) among the skills employees find most helpful in their work, followed by soft skills, including communication (38%). Despite progress, 45% of employees haven’t received training on these skills in the past six months. While L&D has improved access to online courses and resources, there’s still work to be done.

• Effective communication was ranked as the top soft skill for managers. It highlights its crucial role in fostering collaboration, leadership, and decision-making within teams. This underscores the need for managers to prioritize strong communication to drive organizational success.
• For 64% of 18 to 24-year-olds, Google or a chatbot is their preferred method for addressing learning needs. This preference highlights the growing reliance on accessible, technology-driven solutions among younger learners. It reflects a shift toward self-directed and immediate learning resources.
• 41% of employees report a lack of social skills in their office. To address this, 26% of employers offer office etiquette training to help employees improve collaboration in a shared work environment. This gap in social skills at work encourages employers to improve collaboration and relationships.
• Learning and development professionals focus on including more human skills. As AI advances, skills like creativity and emotional intelligence are gaining importance in the workplace. These human-centered abilities enhance and support AI-driven innovations.

• 73% of employees are satisfied with how well the training they received from their employer aligns with in-demand skills. Considering the rapid pace at which skill demands are evolving, this reflects a significant achievement for L&D in keeping training programs relevant and effective.
• In 2024, 68% of employees value training that supports their well-being outside of work. L&D is shifting to a more holistic approach. This includes areas like mental health, mindfulness, financial wellness, and career management. It aims to improve both job performance and quality of life.
• 68% of employees believe that non-work-related training, which supports their overall well-being, is important in 2024. L&D is adopting a more holistic approach to employee development, integrating personal growth with professional learning to help employees improve both their work performance and overall quality of life, covering areas like mental health, mindfulness, financial wellness, and career management.

Employee Training Statistics in the U.S.

• U.S. training expenditures dropped by 3.7%, totaling $98 billion in 2024. This decline suggests a potential slowdown in investment in employee development. It could impact workforce growth and skill enhancement initiatives.

Source: https://trainingmag.com/2024-training-industry-report/ 

• In 2024, midsize companies dedicated the most time to training per employee, averaging about 53 hours. While larger companies increased their training investments between 2017 and 2020, these efforts have been declining in recent years, suggesting a shift in priorities or challenges in maintaining training programs.

Source: https://www.statista.com/statistics/795813/hours-of-training-per-employee-by-company-size-us/ 

• At companies with more than 50 employees, 85% of workers receive formal training. A BLS study shows that around 84.4% of employees at companies with 50 or more employees participate in formal training. Regarding continuing education, 69.8% of U.S. workers received formal training in the past year, while 95.8% reported receiving some form of informal training.
• 66% of U.S. employees believe they need to acquire new skills to advance in their roles. 41% plan to leave their employers in 2024 if training opportunities are not provided. This highlights the strong demand for continuous learning and the potential risk of high turnover if organizations fail to offer development opportunities.
• 45% of employees are more likely to stay in their current role if offered additional training. Employee retention has become increasingly crucial, especially with millions of U.S. workers quitting their jobs and 40% of workers across six countries planning to leave their roles.
• 39% of U.S. employees consider “potential for future growth” the most important factor in job satisfaction. No one wants a dead-end job, making the promise of career growth crucial for today’s workers. While nearly 40% prioritize growth, 46% view wages and 45% value health plans as the most important factors. Additionally, another study found that 68% of employees consider training essential to job satisfaction.

Future Trends and Predictions

• The global training market is expected to soar to $6.4 trillion by 2026. It reflects the growing importance of skill development and employee education. This significant projection highlights the increasing investment in training as businesses recognize its role in driving innovation and maintaining a competitive edge.
• The corporate eLearning market is projected to surpass $450 billion by 2028. It highlights its growing importance in workforce development. Businesses are increasingly investing in digital learning solutions to enhance employee skills, boost productivity, and stay competitive.
• The skill sets required for modern jobs are expected to double by 2027. This rapid change highlights the growing need for continuous learning. Upskilling will be crucial to meet the evolving demands of the workplace.
• Training programs with gamification see a 60% increase in learner engagement. Adding game-like features makes learning more interactive and fun, making it a great tool for boosting employee training.
• 46% of organizations will shift L&D toward a more people-centered approach. The top five strategies they plan to adopt include personalization, microlearning, blended learning, learning in the flow of work, and social learning.

Final Thoughts

Employee training has become a strategic necessity for long-term success, not just an organizational perk. In 2024, there’s a clear focus on learning and development (L&D) as a way to boost employee retention, engagement, and productivity. However, many employees still feel underserved when it comes to critical skill-building opportunities.

To overcome these challenges, businesses must embrace people-centered, technology-driven approaches like gamification, eLearning, and AI. These methods have been shown to improve engagement and learning outcomes. By offering personalized, relevant training aligned with employee goals, companies can close skill gaps, reduce turnover, and drive success. Those who neglect L&D risk falling behind in a fast-evolving, skill-driven world.