The Future of Employee Development

by Amy Pechacek, updated 4.21.2025

Back in 2020, we experienced a decade’s worth of change in a single year.

Everything from how we buy and sell to how we meet, learn, and collaborate was transformed seemingly overnight.

Friends and family began celebrating milestones over FaceTime and Zoom. Doctors shifted to telemedicine. Churches live-streamed their services. And organizations of every size were forced to reimagine how they connect, train, and support their teams.

Like it or not, this is the world we now live in.

Admittedly, I was slow to embrace many of these changes in both my personal and professional life. I’ve always favored face-to-face meetings and in-person training over anything virtual. But 2020 forced me - like many others - to accept this digital reality as not only necessary, but integral to how we operate and grow.

Things that worked in the 2010s no longer worked for us after 2020. The pace of innovation - and the demands placed on our workforce - shifted dramatically. And while many companies responded by adopting collaboration tools like Microsoft Teams or Slack, far fewer embraced the new development needs that came with these changes.

Just as digital tools were needed to stay connected, new skills were urgently needed to help people thrive in this new era. And now, five years later, those needs have only intensified.

Why Reskilling Still Rises to the Top

Reskilling and upskilling have moved from “nice to have” to business-critical. For the first time in decades, organizations are prioritizing development at every level of the org chart—from entry-level employees to senior leadership.

Ulrik Juul Christensen put it best in Forbes when he wrote: “The pandemic exposed the fact that L&D is not a ‘nice to have’; it’s a ‘need to have.’” That remains just as true today in 2025.

Without strategic, personalized development plans, companies risk falling behind - and their people feel it. Training and growth opportunities are now key drivers of both engagement and retention.

The New Normal for Corporate Learning

We’ve now stabilized into a reality where remote and hybrid work are no longer exceptions - they’re expected. While the number of fully remote workers has decreased slightly from its 2021 peak, hybrid work models are stronger than ever.

Employees crave flexibility, and companies that offer it attract top talent.

That shift has permanently changed how corporate training is delivered:

• Only about 1 in 10 companies have returned to pre-2020 levels of in-person training.

• Digital-first solutions - videos, eLearning, virtual facilitation, and podcasts - are now the norm.

• Employees expect on-demand, “just-in-time” learning tailored to their unique goals and roles.

  
  

One-size-fits-all training no longer cuts it. Just as customers expect personalized experiences, employees now expect customized growth paths.

What Skills Matter Most in 2025?

The same ones we started paying attention to in 2020 - just deeper.

• Emotional intelligence, critical thinking, and resilience are more valuable than ever.

• Leadership development is a top priority, especially for rising managers navigating hybrid teams.

• DEI and well-being training have become more integrated into ongoing culture work, not siloed workshops.

• Technical fluency and AI-literacy are increasingly expected, regardless of role.

  
  

Even sales training has evolved. Buyers are more informed, digital-first, and values-driven. Sales professionals need modern strategies that meet customers where they are, with transparency and empathy.

The way we develop people cannot stay stuck in the past.

The expectations of the workforce have changed. So have the skills required to succeed.

To meet this moment - and thrive beyond it - organizations must rethink development from the ground up. That means prioritizing adaptability, embracing innovation, and investing in personalized, scalable learning experiences. It means preparing teams not just to respond to change, but to lead it.

The future of work has already arrived. Now is the time for bold learning strategies that rise to meet it.

Where We Go From Here

If you’re in charge of people, culture, or development - it’s time to lead. The organizations that thrive in the next five years will be the ones that:

• Understand that learning is no longer seasonal - it’s continuous.

• Invest in both technical and human skills.

• Create individualized learning plans based on real needs.

• Measure impact not just by completions, but by real growth.

  
  

Whether you're running L&D at a large organization or helping a small team grow, your role is more strategic than ever.

We can’t go back. But we can move forward - intentionally.

Let’s rethink how we develop people in this new world of work. Let’s create growth experiences that truly meet the moment.

For tailored training programs, leadership development, and team learning experiences built for today’s workforce, visit www.alpstra.com or email us at info@alpstra.com.