Why Now is the Time to Plan Your Learning & Development Strategy for 2026/27

The workplace is evolving faster than ever. With the rapid pace of technological change, shifting employee expectations, and increasing pressure on organisations to deliver sustainable growth, learning and development (L&D) is no longer a “nice to have” it’s a strategic imperative.

Yet many organisations delay L&D planning until budgets are finalised or gaps become too large to ignore. By that point, it’s often reactive, fragmented, and misaligned with business goals. Forward-thinking businesses are already looking ahead and shaping their L&D strategy for 2026/27—because the time to act is now.

The Future of Work is Already Here

From AI integration and automation to evolving ESG requirements, the skillsets needed to thrive in the workplace are changing. Businesses need people who can adapt, lead through uncertainty, and work in new ways. Without a proactive L&D plan, there’s a risk of falling behind both competitively and culturally.

Developing a workforce that is agile, resilient, and future-ready takes time. Planning ahead gives you the opportunity to identify capability gaps, engage employees early, and embed learning that creates lasting behavioural change.

Learning Drives Retention, Not Just Capability

People are prioritising growth, meaning, and purpose more than ever before. According to CIPD research, career development is consistently ranked as one of the top reasons employees stay—or leave—a business.

An intentional L&D strategy sends a clear message: we’re invested in your future. It can also be a powerful lever for inclusion, helping to build confidence and progression pathways for underrepresented groups, and supporting talent across all levels of the organisation.

Leadership Capability is Business-Critical

In times of transformation, your leaders make the difference. The decisions they make, how they show up, and how they engage their teams all have a direct impact on culture and performance.

Yet leadership is often the area most neglected in L&D budgets left to generic courses or squeezed in at the last minute. Planning for 2026/27 now allows you to identify where your leaders need support, develop a meaningful leadership journey, and invest in the skills that will enable change at every level.

Align Learning with Business Goals for Real Impact

When learning and business strategy are developed in isolation, the result is low engagement and missed opportunities. The most effective L&D strategies are those that clearly align with your organisational objectives whether that’s driving digital capability, supporting cultural change, or preparing for growth.

By mapping your L&D goals alongside your business plan, you can ensure every investment in development has a clear purpose and measurable outcomes.

Time is a Strategic Asset

Developing and delivering a successful L&D plan takes time. From identifying learning needs and setting priorities, to engaging stakeholders, sourcing content, and delivering meaningful programmes none of it can be rushed.

Early planning gives you room to be strategic, creative, and inclusive. It enables piloting, feedback, and continuous improvement. And it ensures that when the new financial year begins, your people strategy is already in motion not playing catch-up.

Ready to Build a Learning Strategy That Delivers?

At PreciseHR, we work with organisations to co-create practical, purpose-driven L&D strategies that support long-term growth and engagement. Whether you're building internal capability, investing in your leaders, or reshaping your learning culture, we can help you design a roadmap that delivers real results.

Now is the time to plan for 2026/27. Let’s get ahead together.

If you need any help planning your training offer or want to develop  career pathways speak to us on 0800 567 7003 or email claire.bamford@precisehr.co.uk