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Consider Employee Upskilling to Solve Talent Challenges
If you've been looking for talent in this tight job market, then you know the struggle is real when it comes to recruiting and retaining talent. Addressing these challenges will require you to re-evaluate your approach and consider more creative solutions to your talent needs.

Home » People & Culture » Consider Employee Upskilling to Solve Talent Challenges

Consider Employee Upskilling to Solve Talent Challenges

If you've been looking for talent in this tight job market, then you know the struggle is real when it comes to recruiting and retaining talent. Addressing these challenges will require you to re-evaluate your approach and consider more creative solutions to your talent needs.
 

One approach that’s gaining in popularity right now is upskilling.

 

In a recent survey of 300 global executives, 66% of respondents said upskilling their employees was one of their top 10 priorities. Upskilling provides development opportunities to current employees that prepare them to move into different positions within your company. Upskilling is different than a general learning initiative because it’s individualized. In upskilling, you identify individual employees’ strengths and gaps and provide them with the tools that enhance their skillsets and prepare them for a new position. For instance, you have a customer service rep who has the highest sales in her department and is interested in sales. You enroll her in a sales development program, allow her to begin shadowing the sales team, and eventually move her into an open sales role.

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What is Upskilling?

Upskilling is the process of helping employees further develop their existing skills and to learn new skills to extend their expertise.

There are many benefits to upskilling, including retention, engagement, and motivation. An employee already immersed in your company and culture knows and understands your business and your clients. The result is reduced onboarding timelines, cost savings, and increased talent retention and motivation. According to PwC, 93% of CEOs who introduce upskilling programs see increases in productivity, improvements in talent sourcing and retention, and a more resilient workforce.

 

If you have an open position, consider what potential exists in your organization to upskill rather than fight for talent in the fiercely competitive labor market. Here are some questions to get you started:

 

  • What skill sets are needed in your organization immediately and for future growth? Where do you have gaps?
  • Where are there overlaps between current employees’ skillsets and those needed in the future?
  • Are there opportunities to provide upskilling to address the gaps that exist for current employees? What is the potential for success, and what would be required in training, time, and reorganization?
  • Are the employees being considered interested in the opportunity?
  • How will the training be delivered? Who will manage the process? Are there technologies available to make upskilling easier and faster?
  • Will you need to backfill the positions that others are leaving? What can be quickly filled, absorbed, or outsourced?
 

One approach that’s gaining in popularity right now is upskilling.

 

In a recent survey of 300 global executives, 66% of respondents said upskilling their employees was one of their top 10 priorities. Upskilling provides development opportunities to current employees that prepare them to move into different positions within your company. Upskilling is different than a general learning initiative because it’s individualized. In upskilling, you identify individual employees’ strengths and gaps and provide them with the tools that enhance their skillsets and prepare them for a new position. For instance, you have a customer service rep who has the highest sales in her department and is interested in sales. You enroll her in a sales development program, allow her to begin shadowing the sales team, and eventually move her into an open sales role.

dictionary icon

What is Upskilling?

Upskilling is the process of helping employees further develop their existing skills and to learn new skills to extend their expertise.

There are many benefits to upskilling, including retention, engagement, and motivation. An employee already immersed in your company and culture knows and understands your business and your clients. The result is reduced onboarding timelines, cost savings, and increased talent retention and motivation. According to PwC, 93% of CEOs who introduce upskilling programs see increases in productivity, improvements in talent sourcing and retention, and a more resilient workforce.

 

If you have an open position, consider what potential exists in your organization to upskill rather than fight for talent in the fiercely competitive labor market. Here are some questions to get you started:

 

  • What skill sets are needed in your organization immediately and for future growth? Where do you have gaps?
  • Where are there overlaps between current employees’ skillsets and those needed in the future?
  • Are there opportunities to provide upskilling to address the gaps that exist for current employees? What is the potential for success, and what would be required in training, time, and reorganization?
  • Are the employees being considered interested in the opportunity?
  • How will the training be delivered? Who will manage the process? Are there technologies available to make upskilling easier and faster?
  • Will you need to backfill the positions that others are leaving? What can be quickly filled, absorbed, or outsourced?

The Last Word

The evolving world of talent recruitment and development requires fresh approaches and strategies.

Our team can help you develop and implement your talent strategy. Reach out to us today for more helpful workplace resources, including our Upskilling Toolkit.

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