If we’re upskilling as fast as the world keeps changing, only then we can stay relevant in this fast-paced realm. So, it remains quite obvious then that it is everyone’s responsibility to periodically upgrade themselves.
A company’s success is always determined by how capable its employees are, so it only makes sense to keep upgrading the workforce. Every decision an organization makes that impacts their employees, can dictate if they’ll fly high or fall flat. Since things around us are evolving rapidly; new market trends, uncertainties, consumer mindsets, everything points towards an organization to work smarter to fulfill the needs of a demanding world. The pandemic taught us how working remotely isn’t a problem if an organization adapts through such situations with a capable team that continuously upskills to be agile when required. Such needful reskilling can be brought to life with efficient learning and development programs.
Organizations are also realizing how automation has already started to disrupt various industries. In a recent McKinsey Global Survey, it was reported that 41% of organizations are aware of how their roles are likely to be affected by automation. “Companies must start treating upskilling as a critical worker benefit like paid time off”, says PwC Chief Technology Officer, Joe Atkinson.
Streamlining for a less overwhelming upskilling journey
Digitization is happening at a faster rate and companies should gear up for it (if not begun already). Moreover, only upskilling will actively avoid the gap between the skills and needs of an organization. A good upskilling strategy is one that can also be sustained. Learning is a continuous process, so it should be a prime focus for organizations to make this process less overwhelming and more engaging. Here’s what can be done:-
Customized learning plan- A good strategy would be the customization of the learning and development programs as per each individual’s learning needs. Some companies often make the mistake of implementing complicated upskilling and learning programs that are rarely based on employees’ goals. Making it only about the business can make the learning process very discouraging and disconnected for the employees. If employees’ requirements are put first, it will establish stability and tremendous growth for an organization.
Making ‘learning’ continuous and engaging- Here comes up the part where sustenance leads with more importance than just organizing the learning and development programs. A process will definitely sustain for the long run if employees feel value for themselves, and in turn, generate massive value for the company. It will be a win-win situation only when organizations set up a reasonable timeline for their teams to complete the courses and goals they have set for themselves.
Sustaining an upskilling program for steady growth
Companies making the best use of Key Performance Indicators, greatly improve the performance of their employees to drive their best efforts in achieving the company’s goals. KPIs are a great way to measure impact and align visions for the growth of the employee and the company.
To bring a positive shift towards supporting an employee’s concerns and nurturing their growth begins with one important thing. And that is to begin having conversations that matter and implementing them in a full-fledged manner. Encouraging group discussions in the organizations can turn fruitful because the corporate environment can overwhelm even the best of talents, which is why such group discussions can be relaxing and engaging for the teams. Such encouragement can make a person feel productive and drive excellence in anything they do.
The future of upskilling
Employees stay when they have a reason to. To employees, the perception of growth opportunities lies in advancement prospects like upskilling, promotions, or appraisals. Companies can link KPIs with development opportunities to empower employees to upskill and bring their best efforts to the table. For an organization, a developing culture will aid employee engagement, while a high level of productivity and infinite possibilities can help in retaining talent.
Boosting engagement can be linked to career advancement without being monetary. Giving employees a chance to work on projects outside of their assigned role gives them the freedom to deliver optimum results as they can step out of the monotonous routine. Such projects can satisfy their curiosity to work on something new and not worry about meeting deadlines.
To keep upskilling a steady process, organizations should know how to address the core of which employee skills should be enhanced and not just chalk out learning and development plans that touch only the tip of the iceberg.
