The state of corporate digital learning: insights from The Great Learning Benchmark

L&D leaders are driven by a clear mission: to help people and business grow, perform, and succeed in a constantly changing world. But even the best learning strategies face real challenges—limited time, shifting business priorities, and employees who don’t always engage with training the way we hope.

At CrossKnowledge, we work closely with organizations across industries to design impactful learning experiences. But what does great learning actually look like in practice? Where are companies succeeding, and where is there room to improve?

To find out, we analyzed client training data across five major industries—banking, retail, energy, agro-food, and manufacturing—to uncover how learning is consumed, what learners value most, and what strategies deliver the strongest engagement.

The results? A clear picture of how organizations can refine their L&D strategies to maximize impact.

Corporate learning by the numbers: a cross-industry benchmark

To assess the effectiveness of corporate learning, we looked at seven key indicators:

• Learner volume – How many employees have access to training?
• Active learners – What percentage of employees actually engage?
• Training hours – How much structured learning is completed per year?
• Time per learner – How long does each active learner train annually?
• Resources consumed – How much content is accessed per person?
• Net Promoter Score (NPS) – How satisfied are employees with the training?
• Perceived impact – Do learners feel the training is relevant and useful in their roles?

One key takeaway: across all industries, CrossKnowledge’s NPS is above 30. With NPS ranging from -100 to 100, a positive score means learners appreciate the training they receive—especially when it’s relevant, accessible, and engaging.

But engagement levels vary across industries, highlighting different challenges and opportunities for L&D leaders.

Industry-specific learning trends

The financial sector is one of the most heavily regulated industries, meaning compliance training is a business necessity.

• 13.4 hours of training per learner per year – one of the highest across industries.
• NPS of 36 – a good score, showing that learners recognize the value of training but don’t always find it engaging.
• High completion rates for mandatory training – but voluntary training adoption is lower.

Key challenge: Many employees view training as a mandatory task rather than an opportunity for growth, largely due to the burden of compliance-focused trainings.

L&D opportunity: Compliance-heavy programs can be transformed with scenario-based learning and interactive formats. Offering non-mandatory training with features like AI avatars to simulate difficult client conversations can increase engagement and make the learning experience more relevant. The key is to focus on practical application.

Retail is one of the most dynamic sectors for training, largely due to its fast-paced environment, high turnover, and the need for rapid onboarding of new employees.

• NPS of 72 – an exceptional score and the highest learner satisfaction across all industries.
• Over 2 million hours of training delivered annually – a testament to the scale of learning in retail.
• Short, targeted training sessions preferred – designed to fit into busy store operations.

Key challenge: Retail workforces are often dispersed, seasonal, and have limited access to computers, making traditional learning approaches ineffective.L&D opportunity: The sector thrives with bite-sized, mobile-first training. By offering short, engaging learning formats that employees can access on mobile devices, retail companies drive both high engagement and strong learning outcomes. Additionally, adopting a “glocal” governance approach—combining central guidance with local adaptation—ensures training is tailored to local needs.

The energy sector is undergoing massive transformation, with organizations focused on sustainability, digitalization, and workforce renewal.

• NPS of 60 – a great score, showing that training is seen as highly valuable.
• Near-total learner engagement – almost all employees actively participate in training.
• Strong investment in technical and leadership training – especially around renewable energy and sustainability.

Key challenge: As experienced professionals retire, companies risk losing critical institutional knowledge. Additionally, the sector must upskill employees in emerging energy technologies.

L&D opportunity: Mentorship programs and structured knowledge transfer initiatives are crucial to preserving expertise before it’s lost. Furthermore, offering certifications, co-branded programs with schools, and unique career pathways can help companies differentiate themselves in the competitive talent market. 

The agro-food sector operates under strict regulatory constraints, requiring fast and efficient training that does not disrupt operations. Employees are often on the move, meaning long programs can fall short.

• 34 learning resources consumed per learner annually – the highest content consumption across industries.
• NPS of 44 – a good score, indicating that value learning when it fits their workflow.
• Preference for mobile-first training – short, practical learning experiences work best.

Key challenge: Employees need to complete mandatory training on hygiene, safety, and compliance, but also require practical skill-building for their day-to-day roles.

L&D opportunity: Microlearning is a powerful tool in this sector. By delivering short, mobile-accessible modules, companies enable employees to learn on the go without disrupting productivity. Given the challenge of engaging a workforce with limited attention spans, using storytelling techniques can effectively capture their attention and enhance learning.

Manufacturing companies are facing rapid technological shifts, requiring companies to reskill their workforce while also preparing for leadership succession.

• 6.26 hours of training per learner annually – lower than banking but well-utilized.
• 87.8% active learner rate – one of the highest engagement levels across industries.
• NPS of 31 – a solid score, but with an opportunity to enhance the learning experience.

Key challenge: As automation and AI reshape industrial work, employees need to upgrade their technical skills. Additionally, companies face a leadership pipeline challenge, as many experienced managers are nearing retirement.

L&D opportunity: Blended learning approaches—combining digital modules with in-person coaching—can accelerate leadership development. A great example of this is the project with Hager. For blue-collar workers, short, mobile-accessible modules offer the flexibility to learn on the go, without disrupting their daily tasks or productivity.

What’s next for corporate learning?

This benchmark makes one thing clear: L&D leaders are delivering value, but there are opportunities to make learning even more engaging and impactful.

Three key trends will shape corporate learning in the coming years:

AI-driven personalization: Organizations are leveraging artificial intelligence to deliver personalized learning paths based on job roles, skills gaps, and career aspirations.

Blended learning evolution: Companies are integrating digital training with live coaching, mentoring, and social learning to improve retention and engagement.

Building a learning culture: Organizations that move beyond compliance-driven training to focus on skill-building and career development are seeing stronger engagement and business impact.

How does your learning strategy compare?

These insights highlight the evolving landscape of corporate learning and the importance of aligning training with business objectives.

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CrossKnowledge helps organizations design and implement effective learning that supports organizational development strategies. Want to compare your company’s approach to industry leaders?

How is your organization adapting its learning strategy to meet these challenges? We’d love to hear your thoughts.