Breaking down barriers: How L&D leaders can make learning more accessible at work

Learning at work isn’t just a perk; it’s a necessity. But in the real world, time is short, systems are clunky, and engagement can be hit or miss. Even the most well-intentioned L&D programs can stumble when employees run into barriers they’re not equipped to overcome.

From lack of time to outdated platforms, here are the most common roadblocks to learning—and how forward-thinking teams are clearing the path.

If you wanted to learn something new at work tomorrow, would you know where to start? Too often, employees don’t. And they’re not alone. Despite good intentions, many businesses still fall short of creating a culture where learning is intuitive, accessible, and valued.

The barriers can be personal, structural, or systemic:

• Time constraints
• Lack of access to learning tools or systems
• Unclear processes or expectations
• Low psychological safety at work
• Cultural resistance to learning
• Technical skills gaps

In fact, a study by the Learning and Work Institute found that only around a fifth of workers said they face no barriers to learning. That leaves a wide majority navigating challenges like cost, motivation, and even feeling "too old" to learn.

1. Time and scheduling conflicts

Employees juggle competing priorities, and learning often drops to the bottom of the list. Major employers and L&D providers have recently supported a campaign encouraging employees to spend an hour per week to online learning. Are your teams meeting this goal?

How to address it:

• Normalize and schedule dedicated learning time
• Encourage team-wide learning blocks (e.g., Friday Focus Time)
• Have leaders model learning behavior

2. Lack of digital confidence

Some employees—especially those who aren't digital natives—struggle to navigate learning platforms. And many organizations haven’t provided the support needed to close that gap.

How to address it:

• Offer simple onboarding and training for learning tools
• Provide quick how-to guides or peer support
• Start with small wins to build tech confidence

3. Distracting environments

Open-plan offices, constant notifications, and back-to-back meetings leave little room for focused learning. Whenever we get interrupted, it takes significant time to refocus on a task, which in turn takes away time from actually learning.

How to address it:

• Block quiet time for learning in calendars
• Allow flexibility to learn from home or in booked rooms
• Encourage the use of noise-cancelling headphones

4. Cultural resistance or lack of purpose

If learning is framed as "extra work" or a checkbox activity, engagement drops. Some employees may also carry baggage from negative past learning experiences.

How to address it:

• Link learning to career growth and personal goals
• Show how modern learning is flexible, relevant, and on-demand
• Share success stories from peers to make it real

5. Lack of community and connection

Remote and hybrid work can isolate employees, making learning feel like a solo activity.

How to address it:

• Add social elements to learning (e.g., learning circles or debriefs)
• Create shared goals and friendly challenges
• Celebrate progress publicly

Overcoming learning barriers isn’t about doing more—it’s about doing things differently. The key is to make learning feel integrated, purposeful, and supported at every level.

With the right tools, culture, and leadership support, even small L&D teams can create impactful learning environments that stick.

Go1 makes this easier. We bring all your essential content—from compliance to leadership development—into one simple subscription, so you can spend less time managing training and more time developing your people.