1. determine the knowledge gaps in your organization

Every company is different and needs different learning and development programs to help their employees upskill. The first step for successful upskilling is to identify your organizational skill shortcomings. Ensure your upskilling efforts align with your workforce needs. Employees will look for opportunities to advance internally based on what they learn.

2. professional development is about thinking both short and long term.

Getting caught up in focusing on the newest tool to hit the market can be easy. While there is value in staying up with industry trends and leveraging new technology, don’t focus solely on software competencies that will come and go. Core skills tend to have longer-term value . Find the right balance based on organizational priorities. Some core skills are fundamental to every successful career that will be useful to everyone regardless of industry. They include critical thinking, problem-solving, communication, adaptability, teamwork, and leadership. By developing these core skills, employees gain a strong skill set that can be applied across various contexts and technology platforms.

3. build training programs that make sense for your organization.

There is no specific way you have to approach upskilling your workforce. The key is to set up your learning and development in a way that makes the most sense for your organization. Where are volume training programs needed vs. one-on-one training? Can you do training with internal teams, or do you partner with external educational institutions? What type of learning opportunities make the most sense–mentoring , virtual learning, post-secondary courses, or training sessions? There are various ways to go about upskilling training and development, depending on what makes the most sense for your company.

4. understand each employee’s goals and tailor a plan for each individual.

Upskilling is about addressing specific skills gaps. As discussed before, there is no one-size-fits-all solution. An employee’s upskilling needs will depend on their current skills, role within the organization, changing the role, and technology requirements to do the job successfully. Get managers on board and have frequent open conversations with individual employees on what it is that the employee wants to upskill and reskill. Engaging employees in learning and development will help with employee engagement and morale.

5. offer financial incentives to encourage employees to learn new skills.

Here are a few suggestions for setting up such incentives: Offer discounts on tuition fees or external training, providing employees with financial assistance to attend training programs specific to their needs. Consider increasing the budgets allocated to employee development and training, giving them more resources to attend relevant training, workshops, and conferences. Provide bursaries or grants to financially support employees who wish to undertake additional training or attend professional development events. It's important to emphasize that financial incentives should only be one part of your overall skills development strategy.

Why and How to Upskill Employees

The rapid transformation of the world of work due to the arrival of new technologies and labour market trends has led to major changes.

Employees must constantly upgrade their skills and technical knowledge if they are to remain competitive in the job market.

This reality is just as palpable for employers struggling to cope with the current skills shortage.

what is upskilling?

Upskilling is the process of teaching employees new skills to help them in their jobs or to take on more advanced roles within an organization.

It is an area of growing interest for businesses, partly due to the current scarcity of talent in the market, and also because it ensures that your business remains competitive.

There are several ways to achieve this objective, including professional training, conferences, coaching, professional forums, trade fairs, formal or informal events, and any other situation that fosters the exchange of best practices.

why is upskilling important for employees?

Employee training programs are no longer merely a perk; they have become essential for maintaining competitiveness.

These programs not only impact employees' careers but also ensure their financial stability, particularly in a context where job security holds paramount importance.

It is crucial that your talent stays updated with the latest trends, acquires soft skills, and keeps pace with sector developments while having access to cutting-edge technology.

Given the growing challenge of recruiting top talent to bridge skill gaps, companies can utilize skills enhancement to strengthen the capabilities of their current employees.

Workforce upskilling has become a top priority for many organizations. With it being more challenging and competitive than ever to recruit top talent to fill skills gaps, companies can use upskilling to ramp up the skills of current employees.

Upskilling is important for many reasons:

job roles are shifting faster than ever
employees expect growth and development opportunities
upskilling boosts employee satisfaction and employee engagement
upskilling can boost performance, morale, and motivation
upskilling employees helps your organization stay competitive and decreases employee turnover
upskilling lessens the need to recruit outside the organization to fill a skill gap

ready to kickstart an upskilling program for your employees but not sure where to begin? take the first step by downloading our comprehensive guide today!

download the guide

how to develop an effective upskilling strategy.

Organizations can approach upskilling in many ways. Here are some pointers for developing an effective and successful upskilling strategy and learning why upskilling is important for employees:

1. determine the knowledge gaps in your organization

Every company is different and needs different learning and development programs to help their employees upskill. The first step for successful upskilling is to identify your organizational skill shortcomings.

Ensure your upskilling efforts align with your workforce needs. Employees will look for opportunities to advance internally based on what they learn.
2. professional development is about thinking both short and long term.

Getting caught up in focusing on the newest tool to hit the market can be easy. While there is value in staying up with industry trends and leveraging new technology, don’t focus solely on software competencies that will come and go. Core skills tend to have longer-term value. Find the right balance based on organizational priorities.

Some core skills are fundamental to every successful career that will be useful to everyone regardless of industry. They include critical thinking, problem-solving, communication, adaptability, teamwork, and leadership.

By developing these core skills, employees gain a strong skill set that can be applied across various contexts and technology platforms.
3. build training programs that make sense for your organization.
There is no specific way you have to approach upskilling your workforce. The key is to set up your learning and development in a way that makes the most sense for your organization.
- Where are volume training programs needed vs. one-on-one training?
  Can you do training with internal teams, or do you partner with external educational institutions?
- What type of learning opportunities make the most sense–mentoring, virtual learning, post-secondary courses, or training sessions?
- There are various ways to go about upskilling training and development, depending on what makes the most sense for your company.
4. understand each employee’s goals and tailor a plan for each individual.

Upskilling is about addressing specific skills gaps. As discussed before, there is no one-size-fits-all solution. An employee’s upskilling needs will depend on their current skills, role within the organization, changing the role, and technology requirements to do the job successfully.

Get managers on board and have frequent open conversations with individual employees on what it is that the employee wants to upskill and reskill. Engaging employees in learning and development will help with employee engagement and morale.
5. offer financial incentives to encourage employees to learn new skills.
Here are a few suggestions for setting up such incentives:
- Offer discounts on tuition fees or external training, providing employees with financial assistance to attend training programs specific to their needs.
- Consider increasing the budgets allocated to employee development and training, giving them more resources to attend relevant training, workshops, and conferences.
- Provide bursaries or grants to financially support employees who wish to undertake additional training or attend professional development events.
It's important to emphasize that financial incentives should only be one part of your overall skills development strategy.

Additionally, creating a supportive learning environment, providing internal development resources and opportunities, and encouraging employees to share their knowledge and experience are crucial elements.

By investing in the development of your employees' skills, you enhance their performance and attract new talent.

If you require assistance in establishing a comprehensive training and development program focused on skills enhancement, our HR consulting team is available to help.