How to optimize your digital learning strategy for economic uncertainty

The case for digital learning strategy optimization‍

Economic downturns historically trigger budget reductions across organizations, with L&D often among the first departments affected. Yet, these periods of constraint create the ideal conditions for innovation, says Stjepan Werft, Digital Training Lead at Bridgestone EMEA.

Recent LinkedIn research supports this view, too, showing that 91% of L&D professionals agree continuous learning has never been more important for career success, even as resources are tightened.

Let's explore Werft's framework for digital learning strategy optimization that balances fiscal responsibility with learning effectiveness.

A framework for strategic L&D optimization

1. Conduct a comprehensive L&D ecosystem analysis

Beyond basic auditing: The  starts with "Know Yourself" - emphasizing that before diving into optimization, you need to thoroughly understand your current learning landscape. Rather than simply cataloging assets, this means evaluating:

• Current tech stack: Assess integration capabilities, utilization rates, and redundancies
• Content portfolio: Map content against skills gaps, business priorities, and usage analytics
• User experience: Evaluate the learner journey across platforms, modalities, and touchpoints

✅TIP: You might find our Learner Persona template helpful at this stage.

Action steps:

• Map your entire learning ecosystem using a capability assessment framework
• Identify resource allocation across different learning modalities
• Calculate the true cost-per-learner for each major program
• Measure time-to-competency across key role transitions

This foundational step, as Werft notes, ensures you're not optimizing blindly but making strategic choices based on a clear understanding of your current state.

2. Leverage technology as a strategic enabler

Consider using AI to automate low-value tasks, allowing L&D professionals to focus on strategic initiatives. Werft passionately advocates for embracing technology, particularly for those operating as a "one-man army" in L&D.

A key recommendation is to "Utilize AI-powered tools to automate low-value tasks, allowing L&D professionals to focus on high-value activities and projects." This approach is especially valuable for resource-constrained learning teams who need to maximize their strategic impact.

Strategic considerations:

• Identify repetitive, low-value tasks that can be automated through AI
• Evaluate AI-powered content curation and recommendation engines
• Leverage technology to develop microlearning modules more efficiently
• Explore learning analytics platforms that provide actionable insights
• Consider AI-enabled coaching and performance support tools

Recent LinkedIn data validates this approach, showing that organizations with mature learning strategies are significantly more likely to be leaders in AI adoption. They're leveraging technology not just as a cost-saving measure, but as a strategic enabler of personalization at scale.

✅TIP: Check out 7taps Microlearning Copilot AI—the AI tool designed specifically to help L&D professionals create science-backed microlearning modules in minutes.

3. Rationalize your learning technology ecosystem

Effective learning technology management requires more than simply adding new tools—it demands thoughtful integration and occasional pruning.

Optimization strategies:

• Conduct a technology overlap analysis to identify redundant systems
• Calculate the total cost of ownership for each platform, including hidden costs
• Develop clear criteria for technology retention, retirement, and acquisition
• Create a technology roadmap aligned with your 2-3 year learning strategy

Werft suggests blending technical and sales skills for a dynamic approach to technology management. This means being able to both evaluate the technical aspects of learning platforms while also advocating for their business value to stakeholders.

4. Redesign your content portfolio with precision

Werft likens content management to managing a forest—you need fresh, relevant material to nurture learners while removing outdated content. This metaphor elegantly captures the balance between growth and pruning required for an effective learning portfolio.

He specifically highlights the importance of "bite-sized" training inspired by social media platforms to boost engagement and utilization. This microlearning approach is central to Werft's content strategy, recognizing that modern learners have limited time and attention spans.

Strategic portfolio approach:

• Implement a content lifecycle management process with clear retirement criteria
• Shift from course-centric to resource-centric design
• Adopt microlearning formats that are as intuitive as social media platforms, like 7taps
• Focus on "effective formats" that maximize engagement in minimal time
• Create content tiers based on business impact vs. development cost

This approach acknowledges what LinkedIn research has confirmed: most employees only have small windows of time for formal learning and prefer formats that respect these constraints.

5. Balance data with human insight

A critical distinction often overlooked in analytics-driven organizations is balancing user data with user voice. Werft highlights that while data offers insights, human connection delivers engagement. Citing Wayne Gretzky's wisdom to "skate to where the puck is going, not where it has been," he encourages L&D leaders to anticipate needs rather than just react to current data.

Balanced approach:

• Establish a learning council with cross-functional representation
• Implement a voice-of-learner program that collects structured feedback
• Combine quantitative metrics with qualitative insights
• Use journey mapping to identify friction points in the learning experience

This human-centered approach ensures optimization decisions consider both quantitative efficiency and qualitative effectiveness—a balance that research shows leads to more successful outcomes than purely data-driven decisions.

6. Adopt a product mindset for learning design

One of the most exciting opportunities for L&D in 2025 is the idea of adopting a product mindset. This represents a fundamental shift from seeing learning as a service to treating it as a product that needs constant refinement.

The framework emphasizes four key elements of this mindset:

• Prototyping and iteration: Building minimum viable learning solutions for rapid testing
• Smart measuring: Using targeted metrics that connect to business outcomes
• High-impact learning: Focusing on the critical few initiatives that drive real change
• Continuous discovery: Constantly evolving based on learner and business needs

Organizations that adopt this mindset, according to recent LinkedIn data, are better positioned for both business success and technology adoption. They demonstrate greater confidence in profitability and are more likely to be leaders in AI implementation—suggesting that agility in learning approaches correlates with overall organizational resilience.

Product mindset implementation:

• Establish minimum viable learning products (MVLPs) for rapid testing
• Create feedback loops that inform continuous improvement
• Implement sprint-based development cycles with clear success criteria
• Measure learning impact through business outcomes rather than completion metrics

Recession-proofing your L&D function

Drawing from Werft's insightful "Recipes for Recession" slide, several critical strategies emerge for L&D leaders navigating economic uncertainty:

1. Align training with organizational goals: Focus on developing skills that support the company's new objectives, such as remote work capabilities or product pivots.
2. Demonstrate ROI: Be prepared to defend your L&D strategy by showcasing its direct impact on the organization's bottom line—a capability that research shows distinguishes leading L&D functions.
3. Adopt a proactive approach: Instead of reacting to current needs, anticipate future opportunities and create a learning strategy that prepares employees for upcoming challenges.
4. Prioritize cost-effective solutions: Implement e-learning modules and leverage technology to reduce overhead expenses associated with traditional training methods.
5. Focus on performance management: With fewer resources available, emphasize maximizing efficiency, productivity, and innovation through targeted training programs.
6. Consolidate learning providers: Narrow down the list of L&D suppliers, focusing on those with the best track record for return on investment.

Related resource: measuring the ROI of microlearning

The digital learning strategy advantage

As Stjepan Werft highlights in his strategic framework for digital learning, true optimization isn't just about cost-cutting—it's about fundamentally rethinking how we approach learning design, technology integration, and measurable business impact.

By adopting his digital learning strategy—from comprehensive ecosystem analysis to product-mindset iteration—L&D leaders can position their function not as a cost center but as a critical driver of organizational resilience and competitive advantage.

This article is based on Stjepan Werft's framework for learning optimization presented at MicrolearningCONF (sign up for the next one!), supplemented with insights from LinkedIn's 2025 Workplace Learning Report and other industry research.