The Weight of Development: Why Building Workforce Capability Needs a New Approach 

Nearly half of employees need development support multiple times a month. Only 7% turn to the learning system built for them. 

That gap comes down to one thing: how your learning systems deliver content to your people. 

This report draws on surveys of 700 employees and 300 managers across the US, UK, and Australia. 

Here's what needs to change, and what HR leaders can do about it.

What you’ll learn 

• Employees rely on themselves to identify growth opportunities: Find out why support isn’t reaching them when they need it, and what HR leaders can do to close the gap. 
• Development is getting squeezed out due to time constraints: Learn how to build a model that works around how managers operate. 
• 83% of employees expect development to show up in their workflow: Find out why the delivery model is broken, and what a better one looks like. 

This research doesn't ask you to tear everything down. It asks you to look honestly at where your current approach creates friction, and where small changes to delivery could make a big difference in impact. 

The organizations that will get this right are the ones that make development surface earlier, closer to the work, in ways that align with how managers and employees are already operating. 

55.5% of employees say development is most useful when it's directly related to their work. 55.1% say it needs to be relevant to their role. Generic programs ranked far lower.