I went to Learning Technologies looking for tools SMEs could actually use, and came away with a more useful question. Do small businesses need more learning tech, or do they need clearer structure, better curation and practical support that fits the way they really work?

Struggling to show ROI on funded learning?

You don’t need complex frameworks or heavy reporting.

Here are three simple, practical ways to evidence impact and turn learning into something tangible, measurable, and meaningful.

When money is spent on learning, whether public funding or internal budget, there’s an expectation it delivers value. But what does “good” actually look like? This blog explores how to sense-check learning investment and ensure it leads to real, measurable impact.

Most SME training gets completed but not used. These five simple tactics help you connect learning to real work, so it actually sticks and makes a difference day-to-day.

Funding is secured. The intent is there. So why does progress stall when it comes to actually using it?

This blog explores the hidden tension organisations face and how turning funding into something tangible can make impact easier to show, and far more valuable.

Most SMEs invest time in training that feels productive at the time, but doesn’t actually change anything. If you’re not sure whether your training is worth the time, this will help you sense-check it before you invest any more.

Many employees aren’t lacking talent, they’re stuck in roles where their skills aren’t visible or developed. Here’s why SMEs are facing hidden capability gaps and what to do about it.

Learning is declining. Not because people don’t want to learn, but because it’s become something we try to fit in around everything else.

As work becomes more complex and collaborative, that gap is starting to show.

This Learning at Work Week, we’re taking a different approach, focusing on small, practical changes that make work feel easier.

Lifelong learning is failing and SMEs are feeling it first.
From declining participation to disengaged teams, the system isn’t built for how people actually learn at work.

Here’s what’s really going wrong and how to fix it with practical, performance-driven learning.