At Wipro I reported programme health as throughput, first-pass accuracy, attrition, 0–30 day performance, quartile variance and CSAT. Not one of those is a learning metric — they’re the numbers the business was reviewing anyway. That’s the whole trick: find the figure your stakeholders already argue about in their own meetings, then work backwards to the programme.
LinkedIn Workplace Learning Report 2025 ↗Gallup has manager engagement falling from 31% in 2022 to 22% in 2025 — managers are now barely more engaged than the people they lead. It tracks. We promote the strongest individual contributor and hand them a job made of entirely different skills. The high-potential programme I built hit a 30% promotion rate because it taught the second job, not the first one.
Gallup — State of the Global Workplace ↗Everyone quotes the 39%. On its own it isn’t actionable — the useful question is which 39%, in your roles, at your site. The 10% productivity gain I got from closing skill gaps didn’t come out of a trend report. It came from watching where people actually lost time, and fixing that.
WEF Future of Jobs Report 2025 ↗The point that lands hardest for me is that with AI agents the constraint is the quality of your content, not the model. I ran knowledge management and instructional design for an enterprise product set — when that library goes stale, AI serves the wrong answer faster and with more confidence. Fix the corpus before you buy the copilot.
Josh Bersin — 2026 Imperatives ↗Deloitte’s 2026 read is that the tipping point is value creation over cost efficiency. I’m the person who took 15% out of a training budget through blended delivery and renegotiated vendor contracts — and I agree with them. Cutting waste isn’t the achievement; it’s how you fund the work that is. A cheaper L&D function that teaches nothing is just a cheaper problem.
Deloitte — 2026 Global Human Capital Trends ↗