Learning trends shaping business in 2025

As we approach 2025, businesses are compelled to reexamine how they equip their people to thrive amidst disruption to ensure their workforce doesn't just adapt to change but harness it as a competitive advantage. Let’s explore the key trends set to redefine corporate training.

1. Demystifying Data and AI skills to empower non-data professionals

The transformative potential of AI is no longer a matter of speculation; it's reality. Research shows the UK job market's demand for data expertise is soaring, with up to 234,000 roles requiring hard data skills. Goldman Sachs estimates that 300 million full-time jobs are emerging globally.

Beyond the fact of creating new jobs, over half (54%) of workers have used AI at some point in the workplace already, and 63% of workers acknowledge the need for training to be equipped with new technology as part of their jobs, according to Santander's Tomorrow's skills report.

While the supply of high-level specialists is limited, a wise strategy will be to focus on upskilling staff. Equipping employees with data fluency, AI literacy and sustainability skills is not just about adopting new tools; it's about embedding a culture of continuous learning that ensures businesses remain competitive in a rapidly evolving landscape.

Bridging the skills gap goes beyond a lack of technical skills — it’s about shifting mindsets to recognise digital opportunities and communicate them effectively across teams. The challenge is to upskill the workforce, not just with tools, but with a culture of continuous learning — it’s about understanding when and where to use AI and data to outpace your competition in an ever-evolving landscape.

2. Embedding green skills: a pathway to Net Zero and ESG compliance

Another challenge is that once considered niche, green skills have entered the mainstream as industries race toward Net Zero goals. According to PwC, the share of UK job vacancies classified as green has surged from 0.26% in 2019-2020 to 2.2% in 2022-2023 — a growth from 4,900 roles to 16,700. With billions of pounds of green investment expected in the coming years, demand for sustainability expertise is set to accelerate.

But embedding green skills is more than creating new "green" jobs. Recognising sustainability opportunities and being able to communicate them across the board opens up clear pathways for every role to contribute to tackling the climate crisis and engaging employees in climate action.

The rising demand for green skills parallels the rapid evolution of Environmental, Social, and Governance (ESG) priorities, with significant regulatory changes taking shape across Europe and the US. The Corporate Sustainability Reporting Directive (CSRD) is now a cornerstone of compliance for businesses, ushering in a wave of mandatory requirements that demand greater attention.

This shift has intensified the need for training on regulations and reporting practices. A few years ago, the trend was to hire dedicated reporting specialists. While this was a step forward, it's no longer enough to keep pace with regulations simply.

To remain competitive, businesses must go beyond compliance and embrace a mindset shift: treating ESG reporting as an integrated responsibility that spans every organisational role. This doesn't mean every employee needs the same depth of expertise — coverage can and should be tailored to fit the responsibilities of different roles. This approach not only strengthens compliance but also positions businesses to leverage ESG as a strategic advantage.

3. Creating a common language across the workforce

It is a difficult balancing act to bridge the communication divide between the 1% of experts with deep domain knowledge and the 99% who are tasked with mobilising and delivering results. Far too often, businesses and employees narrowly define skills as purely actionable or technical. While these are essential, they're only part of the equation. Communication, critical thinking, and digital literacy are equally crucial for maintaining a competitive edge in an era of rapid change.

Building a common language across departments and sectors is paramount. This shared understanding doesn't just improve communication; it unlocks collaboration, enabling every team to recognise opportunities and take coordinated action.

“When we are looking at skills or a new skill that's being developed into almost any sector… all the way through to the current day where we're looking at data, like digital literacy, and now obviously, which is right in front of us on our doorstep, the AI piece. Everything that compounds that or prefaces that underneath when you're starting to deliver these changes in a business is communication, so that is the fundamental skillset,” said Richard Howse, Commercial director, Financial services at BPP, during the Closing Sustainability Skills Gap webinar.

“It's all very well being able to talk to a finance director about what they need to know, but if you can't communicate that effectively or you haven't built the blocks to get the message out within your own business first, you're kind of stuck before you can even go any further. So, just couldn't agree more on the communication piece as the bedrock.”

4. Measuring ROI in training and upskilling

Having a clear vision of the impact of learning initiatives is necessary for businesses across industries, but having the full picture is critical. Traditional metrics such as training hours completed or videos watched provide useful data points, yet they only tell part of the story. A holistic approach to ROI measurement includes more meaningful impact indicators, such as:

1. Behavioural change: Are employees applying new skills in their day-to-day work?
2. Confidence levels: How empowered do learners feel to use these skills effectively?

While it's possible to build such a system in-house, it often requires significant investment in time, expertise, and resources. Trusted learning partners with proven experience across multiple sectors can offer tailored solutions that save time and amplify results. When selecting a partner, it's essential to evaluate their ability to demonstrate impact. Look for capabilities such as:

1. Measuring impact: tools like pre- and post-learning assessments that monitor shifts in confidence and skill application.
2. Data-driven insights: dashboards or reporting systems that connect learning outcomes to business performance metrics.
3. Tailored solutions: evidence of their ability to align their offerings with your organisation's goals and challenges.

One of the tools we offer at xUnlocked to help clients measure the impact of learning initiatives is an Impact Report based on insights from pre- and post-learning surveys. For instance, for one client, we analysed feedback from over 400 learners who completed the Core Sustainability program. The survey was conducted at the start and end of the course and captured responses to key questions about sustainability knowledge, its urgency, relevance to clients, confidence in professional discussions, and the programme's influence on internal and client conversations and business growth.

The results were convincing: it showed a 19% increase in sustainability knowledge and a 20% boost in confidence for professional discussions. Additionally, 71% reported improved internal sustainability conversations, 52% noted enhanced client discussions, and 11% and 12% attributed the programme to business growth with existing and new clients, respectively.

5. Customisation of the learning pathways: the new standard for corporate training

It’s commonplace now that businesses want solutions that truly fit their unique challenges. We're living in a world where personalisation is everywhere. Whether it's music recommendations, curated watchlists, or eerily well-timed ads, it's clear that personalisation has gone beyond being a buzzword — it's now an expectation. And in 2025, this trend is only set to grow.

However, for a learning solution, it’s important to start this journey by covering the basics. As discussed above, it's crucial to make sure there is a common language in place. Once this stage is covered, true customisation comes into play with bespoke learning strategies and tailored content.

This is where partnerships between companies and learning providers come into their own. A strong example is the approach some of xUnlocked's clients have taken, combining:

1. Foundational knowledge modules: Designed to establish company-wide baseline understanding.
2. Tailored learning paths: Content that builds on core competencies, meeting the unique needs of teams.

This dual approach has delivered exceptional results. For instance, one partnership achieved an impressive 96% video completion rate, indicating high learner engagement. Yet, as noted earlier, metrics like completion rates are only part of the story. The real impact lies in monitoring a broader set of indicators that reflect behaviour change and skill application.

6. Expert-led content: a trusted source of information

In a world flooded with information and constant change, knowing where to start can feel overwhelming. Whether in our personal lives or professional spheres, a trusted source of information has never been more valuable. For businesses, this is particularly true when chartering the right path for upskilling their workforce.

At xUnlocked, we believe the key lies in partnering with world-leading experts. These professionals not only demystify complex concepts but also translate them into practical, actionable skills that deliver real impact. By leveraging the expertise of these thought leaders, businesses gain access to the most up-to-date content tailored to their unique needs.

Being a trusted partner isn't just a value we uphold — it's the foundation of empowering organisations to stay ahead. With content rooted in credibility and crafted by the best, we help businesses transform uncertainty into opportunity.

Looking ahead: turning challenges into opportunities

Upskilling effectively is more than a logistical necessity; it’s a strategic advantage. As highlighted earlier, success depends on creating a shared language within an organisation. Bridging communication gaps between experts and the broader team — whose collective efforts are critical to delivering results — is not just operational; it’s a cornerstone of competitiveness. Recognising and clearly articulating opportunities across the organisation paves the way for collaboration and innovation, empowering businesses to achieve transformative outcomes.

While the world of corporate learning presents many challenges, it also offers businesses unprecedented opportunities to thrive. By staying attuned to emerging trends and prioritising strategic upskilling, organisations can do more than bridge the skills gap — they can position themselves as change leaders.