Written by John Betancourt
Picture this: You’re told to “choose your own adventure”… except all the options are irrelevant, outdated, or just plain boring.
It’s 2025, and personalization is everywhere. Netflix is making suggestions for your next weekend binge. Amazon has your next “must-have” items pinned to your home screen. And Spotify seems to have nailed the whole “we’ve been watching you” with a year-end wrap that’s become wildly engaging and somehow not the least bit unnerving.
It’s called “liquid expectations” and it refers to when customer experiences “seep over from one industry to an entirely different industry.” In this case, we’re applying it to your employee experience.
Employees aren’t falling for the generic or mundane anymore. Endless course libraries? That’s 2015 thinking. Learning has changed, and so have expectations. In today’s Future of Work environments, personalization in learning and development (L&D) isn’t just a luxury. It’s a necessity.
So if you read nothing else here, at least take with you these five essential truths:
- Generic training is a total time suck → People tune out, resources get wasted, and people rarely apply anything they’ve learned.
- Employees crave relevance → If it doesn’t connect to their actual job, good luck getting them to care.
- But retention goes up with personalized plans → Show people you care about their growth, and they learn more — and end up sticking around longer.
- Skills-first is the only framework that matters → Build around skills to ensure that learning initiatives are strategic and effective.
- Personalized L&D pays for itself → It boosts performance and saves money. Yes, both!
Now let’s dive in 👇
Doomscrolling: Traditional L&D Makes Learning a Chore
Despite good intentions and big investments, the traditional approach to corporate learning and employee development falls flat. Characterized by extensive course catalogs employees scroll through endlessly, mandatory compliance training, one-off workshops, and generic eLearning modules, the approach remains wholly ineffective for both employees and organizations.
Underutilized Platforms: 70% of employees don’t use their company’s LMS
Despite millions poured into Learning Management Systems (LMS), most platforms sit idle. A whopping 70% of employees say they don’t use their organization’s learning system — pointing to a major disconnect between L&D offerings and real-world employee needs.
Financial Implications: $340 billion spent globally on training, but with little ROI
Organizations spend over $340 billion annually on employee development, averaging more than $1,500 per employee. Yet with such low engagement, much of this budget fails to drive meaningful progress or yield the desired outcomes.
Cost of Disengagement: Disengaged employees cost $2,246 each per year
When learning misses the mark, the fallout is expensive. Disengaged workers show 37% more absenteeism and 18% lower productivity — costing companies thousands per person, per year.
The culmination of these factors results in wasted resources and negligible strategic ROI, highlighting the urgent need for a more effective approach to L&D.
Learning Fatigue: 58% of HR leaders worry about learning burnout
Stack enough irrelevant trainings on someone and guess what? They’re gonna ghost the LMS and silently scream into the void. That’s learning fatigue. It’s a real phenomenon that has continued to undermine the effectiveness of L&D programs.
Finally, for employees, inflexible learning paths often leave them feeling overlooked and uninspired. Instead of fostering growth, it can create confusion about career direction and disengagement from the learning process. When development opportunities don’t align with real roles or career goals, employees see them as irrelevant chores rather than meaningful investments.
Over time, this erodes trust, motivation, and retention — especially among high-potential talent who seek purposeful, personalized growth.
“Train Me Like You Know Me”: What People Really Want from L&D
Unfortunately, most of today’s L&D focuses on broad, generic soft skills and competencies because technical skills are more specialized and harder to teach. Today’s employees, especially Gen Z who now make up nearly 20% of the workforce, aren’t sitting around looking for one-size-fits-all training modules. Yes, they need the soft skill training, but they also want learning that fits their goals, their roles, and yeah — their attention spans.
In fact, CIPD’s Learning and Development report found that 98% of employees feel that personalization would improve their learning experience. Similarly, 98% of L&D practitioners actually want to develop a positive culture for learning. And we can see why. The approach has a significant impact.
Greater Retention through Personalized Development
Investing in employee development has a direct impact on retention. More than 90% of employees would stay longer at a company that invests in their career development.
Desire for Clear Career Paths to Reduce Turnover
Clarity in career progression is crucial. Eighty-one percent of frontline employees would consider leaving their job without clear career growth opportunities.
Generational Shifts Signal Changing Workforce Needs
Millennials and Gen Z prioritize growth and learning over traditional job titles. Notably, 77% of Gen Z and 78% of Millennials prefer to learn new skills through video and multimedia content, signaling a shift away from traditional training methods like slide decks and seminars. These generations are vocal about their expectations, seeking meaningful, flexible, and growth-oriented work environments.
Forward-thinking organizations are adapting their L&D strategies to meet these evolving demands.
What Personalized Learning Really Looks Like
Personalized learning paths or individual learning plans are structured plans tailored to individual employee goals, skills, and roles, representing a strategic shift from generic training to targeted development that includes technical and specialized training.
Key Characteristics
- Skills Framework Integration: Align learning with specific skills required for current and future roles to ensure relevance and applicability.
- Role Clarity: Use skills-based job descriptions to connect learning objectives directly to job responsibilities and career progression, providing employees with a clear understanding of their development path.
- Data-Driven Insights: Automate the collection of employees’ skill proficiency using assessments, employee feedback, and manager insights.
- Individualized learning paths: Then tap into the power of AI to map job-required skills to the skill-specific learning resources so training is both targeted for each employee and aligned with organizational needs.
No, You Don’t Need a Netflix-Style Platform. You Need a Plan.
Sure, a slick UI is nice, but if your learning strategy is broken, no amount of Netflix-ification is going to save it. When it comes to skills training, people don’t want to scroll endlessly. They want a clear path that actually makes sense for their job and potential future job with your organization.
Start with Skills: Know What You Have (and What You Don’t)
Before you can build personalized learning plans, you need a clear picture of your workforce’s current capabilities. This means moving beyond gut feel and outdated or annual-only performance reviews. A structured skills proficiency evaluation helps map existing strengths and highlight gaps at the individual and team levels.
Tie Learning to Roles: Use Job Architecture as Your Foundation
Generic training sends a message: your development isn’t connected to your job. That’s why job architecture is a game changer. When learning is structured around actual roles and career pathways, it becomes instantly more relevant. Employees can see exactly how today’s effort connects to tomorrow’s opportunity.
Use Real-Time Assessments: Skip the Annual Guesswork
Annual performance reviews can’t keep pace with dynamic teams and evolving roles. Instead, tap into ongoing insights — feedback, check-ins, and self-assessments — to continuously update each employee’s development path. This real-time feedback loop ensures learning stays responsive and relevant.
Co-Create Learning Paths: Make Employees Part of the Process
Top-down learning plans feel like assignments. Co-created ones feel like opportunities. When employees have a voice in shaping their learning journey — within a structure tied to real roles — they engage more deeply and take ownership of their progress.
Make It Visible: If They Can’t See It, They Can’t Follow It
The best strategy in the world fails if no one knows it exists. Visibility is critical: employees should be able to access and track their learning journey easily, while managers need tools to monitor progress and coach effectively. A centralized, intuitive platform turns invisible paths into actionable roadmaps.
The point is that you don’t need a glossier library. You need a smarter approach — one rooted in data, driven by skills, and built for real roles.
Retention, Engagement & ROI: The Case for Personalization
You already know what happens when employee development stays generic.
❌ Disengaged Talent: Employees disengage when learning is irrelevant, leading to decreased productivity and morale. Disengagement often results in higher turnover rates and diminished organizational performance.
❌ Wasted L&D Budget: Investments in generic training yield minimal returns, squandering resources that could be allocated to more effective development initiatives.
❌ Poor ROI on Upskilling: Without targeted development, upskilling efforts fail to meet organizational needs, resulting in a poor return on investment.
Think of it this way: Providing generic training is akin to giving everyone the same pair of running shoes without considering their sizes (needs) or whether they’re training for a marathon or a casual walk (goals). Even the fastest runner won’t finish the marathon with shoes two sizes too small. Misaligned resources lead to ineffective outcomes.
That said, companies focusing on skills-based development are 4.2x more likely to outperform their peers, realizing an average 30% higher revenue growth. Personalized learning delivers tangible benefits that directly impact organizational success.
✅ Improved Engagement
The Brandon Hall Group found that companies implementing personalized learning strategies see up to a 20% increase in employee engagement scores.
✅ Higher Retention
Organizations with skills-based approaches are 98% more likely to retain high performers, reducing turnover and associated costs.
✅ Strategic Alignment
Personalized learning ensures that employee development aligns with business objectives, enhancing overall performance and competitiveness.
When employees feel seen and valued through personalized development opportunities, they feel more purpose-driven and are more likely to remain committed to the organization, fostering a culture of loyalty and growth that leads to stronger performance and productivity.
Final Thoughts: You Don’t Need to Reinvent the Wheel, Just Personalize It
The days of passive learning portals and dusty course catalogs are over.
Today’s workforce expects more, and frankly, they deserve it. Personalized learning isn’t just some new trend or benefit you provide. It’s a strategic advantage, and it’s how you stop wasting money. In fact, individualized learning plans, connected to actual roles, give folks another reason to care.
What’s more, personalization in L&D isn’t complicated. It just requires intentionality. You already have the talent. Now help them grow in ways that matter to them and to your organization.
Build around skills. Connect learning to roles. Co-create with your people. In addition to boosting performance, personalized learning and career paths show your people they’re seen, valued, and worth investing in. That’s how you build a culture of growth. That’s how you keep your best talent. And that’s how you win the talent game.
Author Bio:• CEO at Humantelligence (AI Coach for Smarter Talent Management, Engagement, & Team Collaboration)
• CEO & Founder at Gonza Executive Search (Leading PE-focused executive search firm)
• Partner at Korn Ferry + Heidrick & Struggles (The 2 largest global executive search firms)
• CEO at Decathlon ($120B global sports manufacturer & retailer, based in France, with over 2,500+ stores)
• CMO & COO at Puma (Led global sports brand turnaround)
John is a thought-leader, speaker, and business executive in the human capital management, B2B enterprise software, AI for Future of Work, team collaboration, recruiting, & culture space. He studied at elite institutions, including Harvard (BA’93), Wharton (MBA’98), & the Lauder Institute at U. Penn (MA’98), which has contributed greatly to his ever-expanding global network of colleagues, peers, & friends. In fact, John’s network is a testament to his passion for connection.
Throughout his life, he’s held a deep affinity for connecting with people. Fondly dubbed the Facebook before Facebook by many of his friends, John spent much of his younger life connecting with others from around the world. Pre-internet, social media, or email, John always built and implemented effective systems for staying in touch with his 15,000+ pen pals, which would soon underscore his professional endeavors.
In addition to fluency in five languages and living abroad in 8 different countries over 20+ years, John’s professional journey further highlights his personal passion for deep human connection. Focused on aligning executives & companies for the right fit, he became one of the top executive search recruiters in the country, invited by the President of NBC Universal to appear on “The Apprentice”, where he replaced Donald Trump’s advisor in the boardroom and advised him throughout Season 10.
John firmly believes that connection is the key to a fulfilling life. Deep, meaningful relationships are what truly define our existence, growth, and understanding — both personally and professionally.
John is Cuban-American from the Washington, D.C. area & is married to Indian doctor Aarti Oberoi Jerath. They have two children, Ashoka and Aura Devi.
