Top Trends in Training for 2026

Last Updated on January 27, 2026 / Training & Development

Companies are navigating a landscape marked by unpredictable markets, shifting budgets, and constant pressure to do more with less. Yet even in these uncertain economic times, one trend is unmistakably clear: organizations aren’t pulling back on development — they’re doubling down on it. Leaders are realizing that the only reliable investment right now is their people. As demand for top talent surges with limited budgets, 2026 is emerging as a defining year for how companies train, equip, and future‑proof their workforce.

The discussion of training needs with our prospects and clients have allowed us to identify the following trends in how companies are preparing their workforce for the future. What are you doing to prepare for 2026?

Employee Demand for Development

Employees still place a high value on learning and development opportunities.  In the 2026 L&D Benchmark by Talent LMS, 73% of employees surveyed said they were more likely to stay with an employer where development opportunities were seen as positive.  Even with a softening job market, 35% of employees said they would change jobs for better opportunities to develop, an increase over 2024.

This data reinforces what many HR leaders already see internally. Development has become a key driver of engagement, retention, and employer brand. Employees want to feel that their organization is invested in their long-term success, not just their current role.

Organizations that treat development as a retention strategy rather than a perk tend to see stronger commitment and discretionary effort. Clear career pathways, visible skill progression, and regular development conversations all play an important role in meeting this expectation.

Demand for AI Training

Employees want more AI training, while employers feel they are meeting the need.  A survey conducted by The Predictive Index reports that 68% of employees want more training as it relates to AI adoption. AI is changing the way work is done at a rapid pace.  The need for training in AI usage and security risks is ongoing, as technology evolves.  Employers are wise to develop a robust strategy to keep up with the pace of change.

This gap often reflects how training is delivered. Many organizations provide high-level introductions, while employees want practical, role-specific guidance they can apply immediately.

Treating AI training as an ongoing capability, supported by real-world scenarios and clear guardrails, helps employees use AI effectively while managing risk as technology progresses.

Training Reinforcement

Training reinforcement is key to maximizing the ROI on an employer’s training investment.  Too often organizations make the commitment to offer training, but don’t offer follow up support.  Concepts that are taught, but not reinforced, are less likely to “stick” long term.  Reinforcement activities designed to support training not only help attendees incorporate new ideas and behaviors, but they significantly increase the overall return on investment for training.

Reinforcement does not need to be complex. Short refreshers, manager-led discussions, peer accountability, and practical application assignments help employees integrate new skills into daily work. Organizations that build reinforcement into their training design consistently see higher adoption and longer-lasting impact.

Management Training Needs

Management training continues to be a priority.  Even with a softening job market, hiring the right people remains a challenge.  Employee retention is still key, and the impact that managers have on that retention cannot be overstated.  Additionally, effective managers impact overall productivity and profitability.

Managers also influence turnover more than any single policy or program. As expectations for managers expand, many are being asked to lead through change, coach performance, support well-being, and manage hybrid or distributed teams without formal training.

Organizations that invest in ongoing manager development rather than one-time leadership programs tend to build stronger leadership pipelines. Practical skill building, peer learning, and real-world application help managers feel more capable and confident in their role.

Skills Development

Upskilling and reskilling remain essential as roles continue to evolve and hiring challenges persist. As AI and automation reshape work, employers must develop the skills of the workforce they already have to stay competitive and agile. Soft skills, especially problem solving and critical thinking continue to be in high demand both in hiring and current employees.

Organizations that align skills development with business strategy are better positioned to respond to change. Clear skill priorities, targeted learning paths, and opportunities to apply new skills on the job help employees see the relevance and value of development efforts.

Small Group Training

Training cohorts are gaining traction as organizations look for more targeted and engaging development experiences.  Smaller groups promote individualized experiences and support stronger peer relationships that provide value for the future. They also allow for deeper discussions and real-time feedback.

This approach is especially effective for leadership development, manager training, and skill-building initiatives where shared challenges and collaboration enhance learning. Participants often report higher engagement and greater accountability when learning alongside peers.

Using Training Budgets Strategically

With the current economic challenges, it may be tempting to freeze or eliminate the training budget.  However, doing so risks losing your best employees and leaving other employees unprepared to face the current challenges.  The key is to use your training budget strategically, to ensure the needs of the organization and its employees are met. Align development initiatives with business priorities, reinforce learning over time, and focus on building capabilities that support both performance today and adaptability for the future. Organizations that take a thoughtful, intentional approach to training are better positioned to retain talent, strengthen leadership, and navigate uncertainty.

Thank you to Cathleen Snyder, Director of Training and Development for her contributions to this article. Engage your employees today by training for the challenges of tomorrow.  Clark Schaefer Strategic HR can help you in developing customized training to achieve your desired results, and we can lead both in-person and virtual training for you. For more information, visit Training & Development, or simply contact us – we’d love to hear from you.