We are in a new era: fast-paced, technology-driven and continuous change are the norm—especially in the workforce.
Many organizations and businesses must adapt to new skills, patterns and behaviors to sustain. With the rate of change and evolution in technology, operations and shifting markets, continuous learning in the workplace has become inevitable for employees.
The ever-changing nature and expectations of training employees has brought "upskilling" and "reskilling" to the top of employer's priority lists.
What is upskilling and reskilling?
Upskilling and reskilling are new terms in the business world. Upskilling is a term for when employees learn new skills to continue to thrive in their current positions. Reskilling is a term for when employees learn new skills to move to a different role or position. (For more on this, check out What Is Upskilling? Appreciating the Importance of Lifelong Learning).
Why are these terms suddenly so popular?
In today's shifting workforce, employers are learning that continual skills development is becoming a necessity to keep up. Essentially, even if you know how to do everything needed for the role you have, that is likely to change as time goes by. So it makes sense for employers to keep an eye on industry shifts and continue to train their people to fill skill gaps.
For example, customer service representatives participate in a training program to develop and enhance customer service skills. The training may include sales performance techniques, conflict resolution practices and strategies to improve customer satisfaction. This training could be called upskilling and will better equip the representatives to succeed in their jobs.
On the other hand, reskilling involves training employees to develop new skills and prepare them for a different role or position. This approach is crucial when jobs become obsolete due to market shifts and innovative changes.
For example, many workers in manufacturing are transitioning from manual assembly work to automated systems and operations. Employers who invest in reskilling will retain and retrain their current talent to create lateral movement from obsolete roles into new positions.
Reskilling and upskilling are both core practices for a qualified, competitive workforce. Both methods are imperative for employees to seize opportunities, adapt to new challenges, develop new capabilities and be better equipped for future success.
4 Benefits of upskilling and reskilling for employers
Companies invest in upskilling and reskilling for four main reasons.
Competitiveness
Companies are better positioned to maintain a competitive edge and outperform their competitors by investing in their employees. Building a skilled workforce can improve performance and deliver high-quality services and products. When a company invests in resources and training, the talent pool becomes more valuable.
Adaptability
Upskilling and reskilling offer the opportunity to strengthen adaptability to new innovative changes and industry trends. Adaptability will allow employees to effectively respond to any challenges and changes within a business.
Innovation
Upskilled and reskilled employees are critical for organizational growth and culture drivers. New capabilities, ideas, perspectives, and training, driven by innovation, create a continuously learning workforce. They are bringing forth development opportunities and new talent.
Employee Retention
By offering opportunities and benefits for the employees, the company will more than likely retain qualified talent. Offering training opportunities can also increase employee engagement and performance. It can enhance professional growth and employee satisfaction, reducing employee turnover.
6 Skills every employee needs for career advancement
As we navigate the emerging changes in the current workforce, specific skills are essential for professional development and career growth.
Here are six core skills often implemented in upskilling programs and the current workforce. These skills are also essential to improve leadership skills.
Communication
This is a crucial skill and factor for success in a business or organization. Practical communication and listening skills promote collaboration, reduce misunderstandings and nurture the organizational culture. Effective communication is the driver of performance, productivity, and organizational growth.
Critical thinking
Thinking critically is valuable in any organization and any role. This skill involves analyzing information, making informed decisions, and considering perspectives and viewpoints. Critical thinking skills are vital in leadership for guiding initiatives and recognizing and overcoming challenges.
Emotional intelligence
EI involves the ability to understand and manage your emotions. Emotional intelligence also entails the ability to recognize and influence the feelings of others with empathy and compassion. Individuals with this skill navigate social dynamics better and build rapport with colleagues and clients.
Adaptability
Practice adapting to change quickly. It is inevitable in the fast-paced, ever-changing workplace environment. The ability to remain flexible and adapt to circumstances in the face of change is critical. Adjusting your focus and adjusting to obstacles when necessary is essential.
Collaboration
Team dynamics have become the structure of today's interconnected workplace. Collaborating with others across departments and leveraging perspectives to achieve common company goals enhances innovation and productivity.
Digital literacy
Few roles are exempt from needing digital literacy. It’s essential in today's workforce. Being knowledgeable and proficient with computer operations, software, cyber security and data analysis increases efficiency in solving problems and streamlining processes.
How can companies upskill and reskill successfully?
A company's diverse, skilled talent pool is a golden ticket. Organizations should consider strategies to implement an effective upskilling program and reskilling initiatives. It encourages employees to have these skill enhancement opportunities. These are also methods that introduce additional skills for future professional advancement.
1. Assess skill gaps
Organizations can conduct skill assessments to identify skill gaps and areas for improvement. This can serve as a guide to creating training programs for employees that align with the specific needs of the organization and the workforce.
2. Leverage technology
Implementing e-learning platforms, virtual training and workshops provides flexible training and continuous education opportunities. The flexibility and accessibility allow employees to participate in programs to advance their careers.
3. Foster a learning culture
Developing an environment of continuous learning encourages participation in upskilling opportunities. Implement incentives that recognize and reward employee participation in professional development, celebrate learned skills and promote interest.
4. Create learning pathways
Offer employees learning paths with skill enhancements and training that align with an employee's career goals, future skills and interests to increase engagement and motivation. Learning paths also encourage employees to pursue advanced skills, equipping them for continuous career development.
5. Measure progress
Are your methods working? Implement systems that regularly track and evaluate the impact of upskilling and reskilling programs. The feedback and data are used to refine and improve employee development. Monitoring the progress allows employers to assess talent and narrow the skills gap.
6. Promote lifelong learning
The mindset of lifelong learning creates a hunger for new knowledge. It encourages curiosity to learn new techniques, take on new challenges, building a more valuable and versatile skill set.
The choices that help organizations thrive
As we grab hold of the evolving business landscape, upskilling and reskilling are on the rise and have become essential practices.
Organizations and businesses that invest in these initiatives strengthen their internal teams to remain competitive and increase employee retention rates. An Upskilling program will equip employees for the future. After all, honing essential communication skills, critical thinking, digital literacy, emotional intelligence, and collaboration benefits any career path. Embracing a continuous learning culture will lead to long-term prosperity, drive success, and promote innovation.
Courses within Rasmussen University's programs, such as Leadership Development (MAN 4143) and Dynamic Team Development (LDR4360), focus on critical skills and practices needed in today's workforce. These courses provide real-world applications and hands-on learning, building the skills required to meet the demands of modern employers.
Rasmussen University is committed to continuous learning, skill recognition, and most importantly, student success, fostering talent to be an asset to any business or organization.
If upskilling and reskilling are interesting topics to you, you might be interested in an organizational leadership role. Check out What Is Organizational Leadership? HR's Other Half for some information on this often-overlooked career path.
