The Ultimate Guide to Upskilling Your Workforce

At a time when the modern workforce is facing unprecedented levels of disruption and high resignation rates, the need to upskill workers has never been more urgent. And this goes beyond learning and development. Preparing today’s workforce for tomorrow’s opportunities is integral to any organization’s success—the more skills they can contribute to your business, the higher your chances of growth.

The case for retention: why upskilling matters

Rapid technological innovations, coupled with the long-term effects of the pandemic, have exacerbated the existing skills gap in the workforce. The numbers show that leaders can do more to invest in their people.

A study on Job satisfaction by Virtual Vocations shows career advancement opportunities being one of the most prominent concerns of employees at 25% only followed by salary and adequate benefits at 22%. Another report by CIPD and Accenture also reveals that only 29% of organizations claim to have clear learning and development plans for their employees.

It’s no secret that great employees make great companies. Providing lifelong learning opportunities to advance digital and technical skills is not just another benefit that organizations can use to boost performance and drive business outcomes. Now more than ever, upskilling gets people engaged, inspired, and empowered to take part in areas outside the scope of their roles.

According to Insider, over 70% of Americans are ready to quit their jobs even without securing one after the fact. By upskilling workers, leaders give their people more reasons to stay and grow with the company even as their roles evolve to meet new market demands.

How to upskill workers for the future of work

So how can organizations equip their people with the right skills they need to be competitive in the rapidly evolving hybrid world of work? Here are some ways to effectively upskill workers and unleash their full potential.

Identify where upskilling is needed most

The first step is to create a winning organizational strategy. This requires a deep dive into your organizational goals, your employees' skillsets, and the skillsets they need to thrive in the long term. You’ll also have to map out the technology you have and need and the employees who can upskill or retrain in new digital approaches.

By understanding the skills in your current teams and identifying the crucial abilities your employees lack, you’ll gain valuable insights into your skills gap. This will guide you in determining the proper methods to use in training workers and the HR systems that must be in place to achieve your desired results.

Make upskilling a more fun and collaborative process by getting everyone’s input into the development of the program. Remember that you also need to focus on each employee’s unique upskilling journey. Have one-on-one conversations about what your workers want and need, their views on upskilling, and how they see their career development.

Use the insights to build your overall strategy for closing the skills gap.

Build a culture of learning

To upskill workers at scale, organizations must provide engaging, modern, and personalized learning experiences. There are many different upskilling formats and methods that organizations can use not only to encourage individual skills development but also to promote learning among peers and teammates.

Traditional classrooms and training classes are examples of successful upskilling strategies. This can be done internally with experienced consultants or externally through partnerships with other institutions.

Online courses and self-study programs empower workers to take ownership and responsibility for their self-development. However, mentoring, peer coaching, and hands-on training opportunities promote camaraderie among colleagues while effectively transferring skills.

Whatever opportunities you employ, you must ensure that your workers learn the skills they need when, where, and how they prefer. Accommodate different learning styles, give employees the avenues to put their learning into practice, recognize and reward their progress for boosting engagement and motivation, and ask for their feedback so you can improve your learning methods and program.

Leverage technology to help workers upskill

As skills become more specialized, learning and development must become more tailored, too. Today’s modern employees expect access to learning anytime, anywhere. That’s why online learning platforms and on-demand, interactive videos accessible across devices are surging in popularity. They offer training content in a way that employees engage with and enjoy.

Organizations can create freedom around learning by giving workers resources available on-demand and on mobile apps. Plus, they enable people to train at their own pace. Give them the power to search for knowledge that will help them achieve their goals and encourage them to showcase their employee certifications so they can take on more leadership roles.

Cultivate a strong support system for employees

Be wary of the upskilling disconnect. Keep in mind that adapting to changing work practices and learning new digital skills in uncertain times are very challenging. Make sure that you have a strong support system to help workers navigate their anxieties, doubts, and fears.

Prioritize open lines of communication with frequent check-ins to gauge how employees are feeling and where they may need extra support. Build trust by supporting them in four key aspects: physical, mental, emotional, and social. Foster a culture of conversation and collaboration among those learning new skills together.

Boost your people’s ability to leverage their skills and strengths by acknowledging their contributions at every stage of the upskilling process. Set aside time for consultations and performance feedback to motivate them to continue pursuing personal development. 

Invest in the growth of people

To meet the demands of the future of work, employees and employers must adopt a lifelong commitment to learning new skills. This requires maintaining a growth mindset that extends far beyond upgrading competencies.

Employees must be able to handle and navigate all the digital and tech tools that will help them be more productive. Organizations can give them that competitive edge with top-notch upskilling programs that inspire people to give their best selves at work.