by Bryan Hyland, Commercial Director at Morgan McKinley
It’s no surprise that the modern workforce is experiencing a progressive transformation. The rise of automation, artificial intelligence, and ever-evolving technologies is reshaping almost all industries. In this digital era, the ability to adapt and continuously develop new skills is no longer a choice, but a necessity for both individuals and organisations.
➥For employees, it means staying ahead in their careers, increasing employability, and achieving personal growth.
➥For organisations, investing in upskilling initiatives ensures a resilient, adaptable workforce capable of meeting future challenges and seizing new opportunities.
According to the World Economic Forum, companies are expected to provide upskilling opportunities to 73% of their staff by 2025. With jobs continuously evolving, over 40% of the skills employees need to perform their jobs effectively will change in the coming years, prompting many companies to prioritise training initiatives.
We all understand the importance of upskilling in today’s dynamic workplace. But many of us face a common hurdle: turning that understanding into action. How do we actually establish a process of upskilling within our teams and empower employees to embark on their learning journeys?
This article aims to help you move past the procrastination stages and get you on track to start upskilling and making it a habitual practice. We’ll explore the critical role of upskilling and continuous learning, delve into the benefits for employees and businesses, and, most importantly, outline actionable best practices for building a thriving upskilling programme within your organisation.
Upskilling is the strategic process of equipping your team with new, relevant skills that complement their existing expertise. It’s not a one-time training session but rather an ongoing commitment to continuous learning. This might involve learning new software, mastering advanced industry techniques, or developing leadership abilities. By upskilling, employees stay relevant in their current positions and potentially take on broader responsibilities.
The Ripple Effect: How Upskilling Benefits Both Employees and Organisations
Career Development and Internal Mobility: Upskilling empowers employees to broaden their skillsets and explore new career paths within the company. This fosters a sense of accomplishment and opens doors for internal mobility, leading to increased employee engagement and satisfaction.
Future-Proofing Your Team: Imagine your team as a well-oiled machine. Upskilling ensures your team maintains the necessary skill sets to navigate changes and adapt to future challenges. They become more versatile and adaptable, able to handle unforeseen circumstances and contribute to the company’s success regardless of the external environment.
Unlocking New Opportunities: Upskilling allows your team to embrace these opportunities by equipping them with the knowledge and expertise to capitalise on them. Let’s say a new marketing automation tool becomes crucial for your industry. By upskilling your marketing team in this area, they can leverage the tool’s capabilities to reach new audiences and drive better results, propelling the company forward.
Why Upskilling Wins: Building a Skilled Workforce from Within
Traditionally, companies have addressed their needs through external hiring, searching for candidates who possess the specific skill sets required. However, a more strategic and sustainable approach is emerging: upskilling your existing workforce.
This offers several compelling advantages over relying solely on external recruitment:
- Cost-Effectiveness: Upskilling can be significantly more cost-effective than external hiring. New hires’ recruitment and onboarding process involves advertising costs, agency fees, and lost productivity during the transition period. By upskilling your existing team, you avoid these expenses and ensure you get the most out of your current talent pool.
- Improved Employee Morale and Retention: Investing in your employees’ professional growth demonstrates your commitment to their success. This fosters a sense of loyalty and belonging, leading to increased employee morale and retention. Upskilling also empowers your team to take on new challenges and responsibilities, keeping them engaged and motivated.
- Fosters a Culture of Learning and Innovation: When you prioritise upskilling, a continuous learning environment naturally develops. This encourages employees to be curious, explore new ideas, and actively contribute to the company’s growth. It also fosters a culture of innovation, where your team can generate fresh solutions and stay ahead of the curve.
Best Practices Managers Should Know for Upskilling and Continuous Learning
Many employers acknowledge the value of upskilling but struggle with how to implement it effectively. To build a thriving upskilling program within your team, it is important to outline the “why” behind upskilling and then clearly, actionable “how-to” steps.
- 1. Skills Gap Analysis: Charting Your Course:
The first step is to identify the specific skill gaps within your team. Conduct performance reviews, skills assessments, or surveys to understand where your team needs to strengthen their skills and which skill sets align with your overall business strategy. This analysis becomes your roadmap for developing targeted upskilling initiatives.
- 2. Personalised Learning: Empowering Individual Growth:
A one-size-fits-all approach doesn’t work for upskilling. Cater to individual learning styles and career aspirations by offering diverse learning opportunities. This could include online courses, instructor-led workshops, or even mentorship programs that allow senior team members to share their knowledge.
- 3. Microlearning: Bite-Sized Knowledge for Busy Schedules:
Employees often have limited time for extensive training sessions. Embrace the power of microlearning by offering short, focused learning modules that deliver specific skills or knowledge. These bite-sized learning opportunities are easier to integrate into busy schedules and promote better knowledge retention.
- 4. Learning Management Systems: Your Upskilling Hub:
Leverage a Learning Management System (LMS) as a central hub for all your upskilling initiatives. An LMS allows you to curate learning resources, track employee progress, and even deliver online courses. This centralised platform facilitates efficient management of your upskilling program, ensuring everyone can access the necessary resources.
How to Establish Upskilling in Your Team: A roadmap designed for managers
A roadmap can be a valuable tool for employers looking to establish a culture of upskilling within their organisation. It provides a clear starting point and a framework they can build upon to create a program that aligns with their specific needs and goals.
1. Secure Management Commitment: Leading by Example
Building a culture of upskilling starts at the top. Leadership buy-in and active support are crucial for its success. Ensure your managers understand the program’s benefits and actively participate in their own upskilling journeys. This sets a powerful example and demonstrates the organisation’s commitment to continuous learning.
2. Foster Communication and Awareness: Transparency is Key
Clearly communicate the benefits of upskilling to your employees. Explain how upskilling aligns with the company’s goals and how it can benefit their individual career development. Transparency builds trust and motivates employees to actively engage in the program.
3. Allocate Resources: Investing in Your Workforce
Upskilling requires resources. Allocate a dedicated budget for learning programs, tools, and platforms like Learning Management Systems (LMS) mentioned earlier. This investment demonstrates your commitment to employee growth and ensures the program’s long-term sustainability.
4. Building the Program: Diverse Learning Opportunities
To ensure your upskilling programme caters to everyone’s needs, it’s crucial to offer a variety of learning methods. This acknowledges that individuals learn in different ways and allows your team to choose the approach that best suits their learning style and preferences. Here are some options to consider:
- Online courses
- Instructor-led workshops
- Mentorship programmes
- Microlearning modules
- On-the-job training
5. Integrate Upskilling into Performance Management:
Align upskilling goals with individual performance objectives. During performance reviews, discuss upskilling progress and set goals for ongoing development. This integration reinforces the importance of upskilling and creates a clear path for career advancement.
6. Embrace Regular Feedback: A Continuous Improvement Loop
Don’t let your upskilling programme become stagnant. Establish feedback mechanisms to gather input from both employees and managers. Regularly assess the programme’s effectiveness, identify areas for improvement, and adapt your approach based on the feedback received. This continuous improvement loop ensures your upskilling programme remains relevant and meets the evolving needs of your team.
7. Fueling Motivation: Recognising and Rewarding Achievements
Don’t underestimate the power of recognition! Acknowledge and celebrate your team’s upskilling efforts. This can take various forms, such as publicly recognising their accomplishments during team meetings or company-wide announcements. You can also offer certificates for completing specific learning modules.
But recognition goes beyond just words. Consider offering incentives that motivate ongoing learning. This could include opportunities for career advancement, additional responsibilities that allow them to utilise their newly acquired skills, or even bonus structures tied to upskilling completion.
Upskilling: A Continuous Journey – The Importance of Regular Audits
Upskilling isn’t a one-time fix; it’s an ongoing process requiring continuous monitoring and adjustments to ensure effectiveness. Regular audits of your upskilling programme are essential for several reasons:
The business landscape is constantly changing, and so are the skill gaps within your team. Regular audits help you assess whether your upskilling initiatives effectively address these evolving needs. This ensures your programme remains relevant and equips your team with the skills they need to stay ahead of the curve.
Audits allow you to evaluate the effectiveness of the learning programmes offered. Are they providing the desired knowledge and skills? Are employees retaining the information? Audits can help you track how upskilling improves employee performance increases innovation, and achieves overall organisational goals. By gathering feedback and measuring learning outcomes, you can identify areas for improvement and ensure your programme delivers a strong return on investment (ROI).
