Employees in the UK are ‘bored and disinterested’ in workplace training and are calling for more engaging and targeted development, according to new research.
City & Guilds Group found that just 13% of Brits would rate their workplace learning and development experience as “very effective”, and just a fifth (21%) feel well equipped to do their job to the best possible standard.
More than two thirds (69%) of UK workers said they were bored of current training, above the global average of 59%. However, it hasn’t prompted employees to take learning into their own hands as the least likely to have invested their personal time in training, online learning platforms or advice.
Instead, workers want their employees to provide a more tailored and engaging approach to learning and development in order to give them the necessary skills for the future.
John Yates, group director of corporate learning at City & Guilds Group, said: “The nature of work is evolving rapidly and consequently learning and development has never been more important. While employers are making concerted efforts to upskill their workforce for the future, it’s concerning that current training may not be hitting the mark. Our findings clearly show that employees in the UK are crying out for new ways to learn and train, that truly cater to their individual interests and career paths.”
Whilst employers in the UK are fairly confident they have the budgets (81%) and resource (82%) to invest in staff training, the research highlights they need to make it far more accessible. A worrying 80% of UK employees cite some sort of trouble accessing learning and development activity in their workplace, with lack of time being the most significant barrier (24%).
Mr Yates added: “Even if the budgets and strategy for learning and development are in place, businesses won’t see a real return on investment until training and learning are fully accessible to all. Employers need to deliver training in a way that makes it easier for employees to learn on their own terms, fitting around their schedules by harnessing technologies that enable a Netflix style experience of learning and development. Only by listening to the expectations of their workforce, and taking inspiration from global counterparts to develop an approach to learning and development that is both accessible and inspiring, can employers prevent this significant investment from going to waste.”