As companies look to an uncertain future filled with shifting remote/on-site workforce dynamics, increased attrition and a volatile world economy, many feel as if they are unprepared to face it, at least from a skills perspective. Only half of companies in Brandon Hall Group’s 2021 State of Learning Practices Study believe their approach to learning positions them well to meet that future. This means that the other half must figure out their learning strategy quickly, since the future of work is already here. 

One key factor that organizations must include in their approach to learning is personalization. By building personalization into the DNA of the learning experience, many of the challenges companies face when it comes to upskilling and reskilling the workforce can be addressed. In fact, Brandon Hall Group’s Upskilling and Reskilling Study found that personalization of learning was either highly important or critical in driving the following outcomes, as well as many others: 

  • Improve individual performance 
  • Improve organizational performance 
  • Improve employee engagement 
  • Improve attractiveness and elevate engagement level by learner 
  • Promote a learning-focused organization culture 

A more personalized learning approach can solve the biggest challenge facing L&D teams and learners: time. Lack of time is consistently cited as the top challenge to learning outcomes. While some organizations are hesitant to pursue a personalization strategy because it would take too much time, the truth is that it will save far much more time in the long run. For L&D teams, it means streamlining, automating and optimizing more targeted programs. This is by far more efficient than a one-size-fits-all approach. For learners, it means they are getting just what they need when they need it, without having to wade through redundant or irrelevant content. It also makes it easier for them to discover learning opportunities they may have otherwise missed. 

From a skills perspective, personalization ensures the L&D team can link programs to specific skills and competency gaps in the organization, bringing a new level of organizational readiness. This also makes it easier to identify the skills for which the company will have to bring in new talent. For learners, they will be able to build the skill trees that make the most sense for their role and their career plans. 

And in the face of heavy attrition, a personalized learning approach builds not only learner engagement, but is the fuel for an overall culture of learning. This leads to better employee engagement and a better chance of holding onto top talent. If employees feel they are being developed and valued by the organization, they are less likely to look elsewhere. 

There is a lot that goes into a personalization strategy. To find out more, we have published an eBook in conjunction with Brandon Hall Group Preferred Provider Realizeit Learning, Personalization for Performance that goes into more detail 

David Wentworth, Principal Learning AnalystBrandon Hall Group

 About Brandon Hall Group Inc. 

Brandon Hall Group is the only professional development company that offers data, research, insights and certification to Learning and Talent executives and organizations. The best minds in Human Capital Management (HCM) choose Brandon Hall Group to help them create future-proof employee development plans for the new era. For over 28 years, we have empowered, recognized and certified excellence in organizations around the world influencing the development of over 10,000,000 employees and executives. Our HCM Excellence Awards was the first to recognize organizations for learning and talent and is the gold standard, known as the “Academy Awards of Human Capital Management.” Our cloud-based platform delivers evidence-based insights in the areas of Learning and Development, Talent Management, Leadership Development, Diversity and Inclusion, Talent Acquisition and HR/Workforce Management for corporate organizations and HCM solution providers. To learn more, visit For information on Brandon Hall Group’s research and how we can assist your organization, please visit

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David Wentworth

David Wentworth has been a senior research analyst in the human capital field since 2005 and joined the Brandon Hall Group in 2013. He has authored reports and articles on various human capital subjects with an emphasis on workforce technology. He has contributed to several reports published by ASTD, including authoring Mobile Learning: Learning in the Palm of Your Hand, The Rise of Social Media: Enhancing Collaboration and Productivity Across Generations, and Instructional Systems Design Today and in the Future. His work has also appeared in Compensation & Benefits Review and T+D Magazine.