The world of work is changing at a dizzying pace. AI adoption is accelerating across industries and a great reshaping of the workforce is underway. Roles are being replaced, new job titles are being created and rapid upskilling is needed to stay competitive, both for individuals and businesses. Huge opportunities exist for those who prepare and adapt to an uncertain business environment by embracing continuous learning and development. Committing to employee upskilling is no longer a nice-to-have, it’s now a business-critical strategy.

HR, payroll and finance technology company MHR’s British Business Survey gathered data from more than 1,000 decision-makers, providing insights into the most urgent challenges facing leaders over the next 12 months. The research showed that 80 per cent of business decision-makers agreed that their business must prioritise continuous learning and upskilling to maintain talent loyalty. Also, 80 per cent agreed that they must treat long-term employees as partners whose skills are constantly updated, rather than just assets. In short, embedding a culture of skills growth and continuous learning within organisations is becoming business critical. 

Business success relies on the ability to shift quickly towards opportunity and retain the talent that will allow them to capitalise on rapid change. This is easily strategised, but what about implementing it in the real world of work? Social enterprise 20/20 Levels and the London School of Economics (LSE) unpack what it takes to turn that strategy into a reality when it comes to learning at work.