Upskilling employees can be critical to the future of work – not only for employers who will need to train employees in new and different approaches and technologies, yet in addition for employees who need to learn, adjust and continue an important role in the organization. Upskilling is turning into an inexorably significant part of HR for organizations across all areas as employees try to become familiar with the new skills they need for the advanced workplace. They are inspired by their current circumstances and the management. When management prioritizes skill building and growth, most team members rise to the challenge.
Upskilling and reskilling is the first concern for learning and improvement experts globally, as per LinkedIn Learning's fifth Annual Workplace Learning Report (2021). Organizations that put resources into upskilling their workers are basically assisting them to do better jobs. CEOs with more advanced skills development programs report better engagement, innovation, and ability to attract and retain talent. Organizations with high representative commitment have 21% higher productivity, as indicated by Gallup. In like manner, employees who are more motivated and engaged are also less likely to leave, reducing employee turnover, which is also good for business.
The Need to Upskill Employees
Your employees are your greatest strength. The people who come in every day and collect their paychecks every month decide whether your company barely survives or thrives. Your employees can disengage from their work and do the bare minimum, or strive to do better and learn more. Upskilling is surely not a recent trend, but rather the Covid-19 pandemic has guaranteed that it is as of now not a choice, but a need. Managers and employees have been keen on focusing skills for quite some time. At the root of these concerns is the increasing use of technologies such as automation and artificial intelligence or AI in the workplace. An absence of fundamental skills in the workforce would represent a danger to future business development, with employees stressed that their skills could become out of date.
Employees also say they are willing to spend up to two days a month on training to improve their digital skills if their employer offers it. The European Union and major economies such as the US, India, and Singapore realize that upskilling and reskilling workers is key to staying competitive in a rapidly changing world, and have therefore launched specialized programs in the last five years to focus on upskilling and reskilling their workforce. Here are 4 major steps organizations should pace up to upskill their employees:
1. Put resources into training
The most effective way to upskill your employees is to provide them with training resources. It is unreasonable to expect your employees to develop their skills in their spare time and on their own dime. Interviewers now prefer soft skills over hard skills. It is easier to teach an employee to write a few lines of code than to help them learn good communication skills. Investing in employee training can help reduce turnover rates. Communicates to employees how the benefits of the planned initiative. It clearly states that staff will be supported in terms of resources such as time availability and any training materials.
2. Coordinate new skills with everyday tasks
Regardless of whether you have a strong training program that upskills your employees, your team members, and your managers may think otherwise. If you want your training and development to be productive, take a look at what employees need to know. Identify the skills that take up too much time, then fill in those gaps. Your employees will appreciate the ability to work smarter when they apply the newly acquired knowledge to their work. Ask your employees to create a personal skills profile using the MuchSkills skills tool. When all workers have entered their skills data, team managers can view an insightful visualization of all hard and soft skills on a single screen.
3. Look for individualized online assets
An effective manager can find a training seminar or online resource to help that salesperson grow, even if he or she is the only person in the company who needs those skills. When setting goals, remember that it is always rewarding to entrust employees with their learning. It's also a great way to learn soft skills. Leadership, active listening, effective feedback, and empathy, are expected to play a key role in the future of work.
4. Encourage cross-cultural communication in teams
When other people on the team can step in and fill the shoes of missing employees, the office can function even when someone is gone. In addition, it is a great way to increase the qualifications of your employees. Team members learn what other people are doing and develop their skills to handle other parts of the company.
Upskilling should be viable, applicable, and individual. When your employees see that you care about their skills and career goals, they will come back and invest in your company. In this way, you will build commitment and at the same time a strong qualified staff.
The COVID-19 pandemic has without a doubt sped up and developed the skills gap. As indicated by PwC, around 70% of CEOs were worried about this issue before the episode of COVID-19. To this end, organizations need to future-proof their workforces to build their flexibility as the digital economy keeps on developing.