Technology is an industry constantly in flux. Synonymous with innovation, the technology field drives change across the business landscape, opening doors to improved ways of working, exciting products and services, and new avenues to business success. However, this accelerating pace of evolution is also presenting a unique challenge for training teams: tech workers’ skills are expiring more quickly than ever. In fact, in the recent Workplace Culture Report: Technology Edition, 40% of tech workers said they expect their skills to be outdated within just 3 years.

For 32% of these technology professionals, the rapid evolution of AI is their top concern, and 23% worry about being replaced at work because of their skills becoming outdated. If a company fails to meet the learning needs of its technology-focused workforce, not only will employees be left behind; the company itself will be unprepared to adapt to changes, stay competitive, or seize opportunities to innovate and lead.

How can companies in the tech sector develop the smarter learning strategies their employees need? Start with these three key points:

1. Optimize continuous learning to be flexible and adaptive

In an industry that evolves as rapidly as technology, bi-annual or quarterly training days aren’t going to cut it. Learning needs to be continuous, and However, many current training models are simply not up to the task—often unengaging and static, leading them to quickly become outdated. At the same time, 56% of employees are struggling to balance learning with their everyday work.

Businesses can solve these challenges by implementing flexible, focused training that fits employees’ busy schedules, such as self-paced microlearning. Mobile-friendly content enables employees to learn any time, anywhere. Also, by delivering training through bite-sized sessions, trainers can experiment and iterate on each short session without needing to change an entire module or course.

2. Ignite knowledge sharing to ensure relevant training and support

Beyond the pace of training, tech workers also point to issues with the training content and direction. Many respondents noted a lack of personalization and misalignment with company needs, with 36% reporting insufficient communication about organization skill needs and gaps, and 41% saying their employers’ learning agendas don’t prepare them for career advancement opportunities.

One factor that may be driving this one-size-fits-all approach is the lack of relational learning support. Approximately 4 in 10 employees call out insufficient opportunities for peer-to-peer learning as well as inadequate access to mentors or coaches. By prioritizing connecting employees directly—either through mentorships or peer-to-peer learning sessions—they can share knowledge and skills that are needed most and can be used right away. Also, because this knowledge sharing is more informal, employees can initiate it independently whenever necessary, allowing for rapid dissemination of information.

3. Design for engagement with immersive experiences and rewards

One of the best ways to keep employees motivated for continuous learning is to make learning a genuinely enjoyable and rewarding experience. While this may seem obvious, 43% of employees surveyed reported that they always or often find their company’s training to be boring and irrelevant. The way we design and deliver training matters. Of course, every team and workforce is different, and tailoring learning to their interests is key, but most employees thrive with dynamic, interactive experiences. When asked what method of training they preferred, nearly half of tech workers chose simulation-based (49%) and game-based learning (47%). Experiment with these activities and pay attention to how they not only impact employees’ engagement but also learning outcomes.

Recognition is another powerful and often overlooked tool for energizing learning. Among survey respondents, 93% said that recognition of their efforts to upskill would make them feel more motivated. However, 32% called out their employer for not acknowledging their learning achievements. One way to incorporate more employee recognition in the learning process is with a learning method like game-based learning, which includes built-in moments to spotlight wins.

For continuous learning to be both effective and sustainable long-term, it needs to give more energy than it takes. Design learning to be a source of inspiration, connection, and even celebration. Technology professionals are innovators at heart, and learning can be the fuel that drives them to take their work—and the company’s success—to new heights.

This blog post was first published in HRTech Series.