The jury is in: skilled workers are loyal. New findings from ADP Research in their “People at Work” report found that employees who feel their employer is providing training are approximately six times more likely than others to say their company is a great place to work.
That’s encouraging news, but how do today’s employers stack up? The report found that only 24% of the global workforce feels confident in their skills for career advancement, and only 17% believe their employer is investing in their development. This disconnect is alarming, especially as the World Economic Forum identifies the skills gap as a major barrier to organizational transformation. HR professionals and managers are uniquely positioned to address this challenge by implementing strategies that not only close the skills gap but also enhance employee retention and satisfaction.
Understanding the Importance of Upskilling
Upskilling goes beyond merely enhancing current employee capabilities. Upskilling is about preparing the workforce for future industry trends while fostering a culture of growth and loyalty. The ADP report highlights that employees who do receive adequate training are 3.3 times more likely to be productive. Additionally, the report found that over half of employees in various roles, from knowledge workers to semi-skilled labour, express increased loyalty when their employers invested in their growth.
For HR professionals and managers, this data underscores the need to prioritize upskilling as a strategic initiative. However, the key lies in ensuring that these efforts are relevant to both the employees and the future trajectory of the industry.
Where are the gaps?
You can’t upskill haphazardly: you need to identify the gaps. Organisations can conduct regular skills assessments to understand where employees stand in relation to their roles and industry demands. Tools such as competency frameworks, performance evaluations, and self-assessments can provide useful insight.
By aligning these assessments with industry trends, organisations can ensure they’re not blindsided by future trends. For instance, if artificial intelligence and data analytics are emerging as key trends in your sector, skills within these trend areas are a good place to start assessing and potentially upskilling.
How do your individuals learn?
Once you know where the gaps are, the best training programs are tailor made. One-size-fits-all training programs are rarely effective. Instead, consider personalising learning paths based on individual career goals and learning styles. Incorporate data from performance reviews and employee feedback to design targeted development plans.
For example, younger employees might prefer microlearning modules delivered via mobile platforms, while experienced workers may benefit more from mentorship programs or hands-on workshops. Providing diverse learning formats ensures that everyone can engage meaningfully with the content.
Where does technology fit in?
Technology can significantly enhance the delivery and accessibility of upskilling programs. Learning management systems, VR, and gamified platforms can make training more engaging and effective, so long as they’re not a gimmick.
Organisations could even consider integrating AI tools to provide adaptive learning experiences, where the content evolves based on an employee’s progress. This approach not only improves knowledge retention but also ensures that learning remains relevant to individual skill levels. Many language learning apps already utilise this technology.
Learning is for life!
Upskilling should not be treated as a one-time initiative but as an ongoing process. Foster a culture where continuous learning is celebrated and encouraged. This can be achieved by initiatives such as: encouraging employees to dedicate a portion of their time to professional development; celebrating milestones such as course completions, certifications, and new skill acquisitions; and maintaining a library of online courses, industry publications, and other educational materials.
Can you connect with others?
Partnering with educational institutions, industry bodies, and training providers can bring fresh perspectives and expertise to your upskilling programs. Consider co-creating custom training modules, offering employees access to certification programs, or hosting guest lectures or workshops by industry experts.
Such partnerships ensure that your workforce stays aligned with industry standards and innovations, boosting your credibility and sharpening your organisation’s knowledge base.
Can employees link upskilling with career progression at your organisation?
Employees are more likely to engage in upskilling if they see a clear connection to their career advancement. Develop transparent career pathways that outline how acquiring specific skills can lead to promotions, role changes, or other growth opportunities.
For example, create a skills diagram that maps required competencies to various roles within the organisation. Share this diagram with employees to help them visualise their career progression and understand how upskilling can facilitate their journey. Keeping advancement transparent and tied to skills also fosters a sense of meritocracy.
Addressing Barriers to Upskilling
What are common barriers to successful upskilling initiatives? HR professionals and managers would do well to watch for the following common pitfalls:
· Lack of Time: Employees often cite time constraints as a major obstacle to learning. One solution is to provide flexible training schedules, such as on-demand courses or weekend workshops, to accommodate busy schedules.
· Budget Constraints: Investing in upskilling can be costly in the short term, but it’s important to view it as a long-term investment. This is especially true in light of recent research such as the People in Work report. One solution is to prioritise high-impact training programs and explore cost-effective solutions like online courses or in-house training sessions.
· Resistance to Change: Some employees may be hesitant to embrace new skills or technologies. One solution is to ensure your organisation is clearly communicating the benefits of upskilling and offering support throughout the learning process.
Measuring the Impact of Upskilling
To ensure the effectiveness of upskilling initiatives, establish metrics to track progress and impact. Key performance indicators (KPIs) might include: Employee retention rates/changes, productivity changes, employee feedback through surveys and focus groups, tracking career advancement within the organisation.
Regularly reviewing these metrics allows HR and management teams to refine their strategies and demonstrate the ROI of upskilling initiatives.
Keep ahead of the curve!
As industries continue to evolve and incorporate new technologies and processes, certain skills may become more important than others. Future trends in upskilling may include: an emphasis on soft skills (think: what will AI or robotics not be able to do well?); how to integrate human and machine processes together well; and a focus on sustainability (in terms of environmental longevity and robust mental wellbeing).
As your trusted EAP provider, Me & Work has a team of highly trained psychologists who provide confidential EAP services and conduct training to meet your needs. Contact 1300 90 45 57 or [email protected] for more information.