There is a disconnect between organisations’ strategic priorities for 2025 and the preparedness of their workforce to meet those goals, according to a recent study by learning platform Skillsoft.
The survey, conducted with over 2,100 full-time employees in the United States, United Kingdom, and Germany, revealed that less than half of employees (48 percent) have been informed of their organisation’s strategic objectives for the coming year. Among those who have, only 40 percent feel extremely clear about their role in achieving these goals, while just 33 percent believe their skills are closely aligned with them.
The study found that improving operational efficiency (48 percent), increasing revenue and profitability (46 percent), and enhancing customer experience (39 percent) are the top priorities for organisations in 2025. However, priorities such as closing skill gaps (19 percent) and improving leadership and management (19 percent) were identified as being of lower importance.
Employees Report Gaps in Preparedness and Training
A mere 23 percent of respondents stated they feel fully prepared to tackle future work-related challenges, with nearly a fifth citing a lack of training and skill development opportunities as a primary concern in the past year. While rapid technological advancements and shifts in the workplace loom large, only 31 percent of employees reported receiving new training or upskilling opportunities, including exposure to emerging tools like generative AI, to help them achieve their professional goals.
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Employees are seeking personalised, role-specific training options, as well as more frequent and updated training opportunities. Mentoring and coaching were also highlighted as critical resources for improving preparedness.
The findings indicate that organisations face significant challenges related to talent acquisition and retention (31 percent), meeting customer expectations (28 percent), and effective leadership and management (27 percent). In addition, skill and competency gaps were identified as a potential hurdle by 23 percent of respondents.
Dissatisfaction and Burnout
The study also points to low satisfaction levels among employees, with only 25 percent expressing extreme satisfaction in their current roles. Dissatisfaction is closely linked to feelings of unpreparedness for future challenges (86 percent) and a lack of visibility into organisational goals (43 percent). Just 21 percent of respondents said they were extremely satisfied with their organisation’s culture.
Burnout and exhaustion were the top challenges cited over the past year, affecting 39 percent of respondents. Other key challenges included decreased motivation and engagement (35 percent) and overwhelming workloads (35 percent).
A notable 81 percent of employees dissatisfied with their roles believe their skills do not align with their organisation’s strategic objectives. Gen Z employees reported higher levels of dissatisfaction (25 percent) compared to other age groups, pointing to a potential generational divide in workplace expectations. Additionally, 54 percent of those dissatisfied with their roles expressed dissatisfaction with their organisation’s culture.
Communication and Development as Key Solutions
“Boosting operational efficiency, revenue, and customer satisfaction should undoubtedly be business priorities. However, it is nearly impossible to deliver on these goals without first breaking them down into measurable actions, clearly communicating these actions to their entire workforce early and often, and providing an environment where employees can develop new skills in service of this strategy,” said Ciara Harrington, Chief People Officer, Skillsoft.
“By creating a strong foundation of talent through training and a consistent strategy communications plan, employees will be better prepared to adapt, innovate, and contribute to their organization’s long-term success.”
