The future of learning and development in small and medium sized businesses

I’ll admit it – I’m a little jealous of small businesses.

After 16+ years in learning and development, from personal training to apprenticeship tutoring, from running academies to managing global L&D in tech, I’ve seen the inner workings of large organisations around the world. And while they do incredible things at scale, there’s one thing they can’t always replicate: the agility, closeness and authenticity of a small business.

In big companies, even the simplest training initiative can involve multiple layers of approval and months of planning. In smaller organisations, you can try something new, see results quickly and adjust on the fly. That’s a huge advantage in a world where learning and development is changing faster than ever – especially in sectors like hospitality, where staff turnover is high and quick, effective onboarding really matters.

Learning is evolving

Speaking at the Udemy conference earlier this year, I was reminded just how quickly the L&D landscape is moving. Artificial intelligence, data-led learning, remote accessibility – the tools and expectations are shifting, and global organisations are rethinking how they deliver development at scale.

Across industries, I’ve seen different trends emerge more and more over the past few years.

• Personalised, continuous learning – moving away from one-off training days to ongoing development that fits the individual.

• AI and automation – an absolute given now and an obvious one....using technology to streamline admin and speed up content creation (not replace experts).

• data-driven learning – understanding what’s working, what’s not and where to improve.

• learning in the flow of work – building training into daily life, not treating it as a separate event.

These changes aren’t just for global companies with huge budgets! They’re principles that can be adapted by any business – especially smaller ones who are willing to think differently and explore their options.

What small businesses can learn from global trends

Small businesses can hold back from implementing or organising their training, thinking it may not be required with smaller teams - or simply relying on existing staff to train, mentor and take on the additional load.

Others rely on external companies to come in and do the training for them, paying lots of money for one off sessions that lack that personal feel.

But I truly believe that small and medium employers can take the same global principles I see and implement everyday, and apply them in simple and affordable ways.

1. Use digital learning. It's an absolute must in a modern workplace, and studies prove how impactful it can be. You can deliver consistent onboarding, compliance and a short branded module can do more for your staff than a generic off-the-shelf course ever will.

2. Embrace AI as an assistant, not a replacement. There's dozens of free AI tools that can support you, cut production time and costs, but design still needs expert direction.

3. Focus on culture and behaviour. Culture isn't a vision statement on a wall. It's how your people act everyday and your learning and training should reinforce that.

4. Get compliance right early on. Missing key training (like health and safety, allergens or GDPR) can cause some serious damage. For small businesses, a fine or breach can hit harder than it would a large organisation.

The advantages of being small!

I have to say, I am envious of small businesses speed and connect. There's less red tape, fewer heads in one room and more shared understanding.

In a global business, aligning multiple regions and departments takes so much time. But in an SME you can launch a new piece of training on Monday, get feedback by Wednesday and make changes by Friday.

Small businesses also have the advantage of authenticity! Culture feels so much more personal. Every knows (in theory!) what the brand stands for, and genuinely live in those values. When you build a culture - particularly one that support ongoing learning and development - staff retention improves.

You still need experts - just not an entire department

Even with the best tools available, learning design still needs expertise. The difference is the expertise is now far more accessible. I often find that a single training programme can involve seven or eight people...a project manager, programme lead, graphic designer, video editor.....

It's not realistic or necessary in small business.

If you have the right partner or support, one or two top experts can create something just as impactful and for a fraction of the cost.

It's a bit like investing in your own people. Instead of bringing in an outside trainer - you could upskill someone on your team to complete the Level 3 Award in Education and Training. Combine that with accessible, branded digital content and you've got something that's yours that your staff will really connect with.

My final thoughts

Learning is all about balance. Human and AI, classroom and digital. Global companies have money, structure, data and scale. Small businesses have agility, authenticity and a closer connection to their people. If you could combine those strengths......WOW!

Emblem Training Solutions is taking the principles and their experience from large companies and making them accessible for businesses that need them the most. Supporting SMEs to do the best by their staff and take back control of their learning and development.