The accelerating pace of technological advancement is widening the skills gap for businesses. Many executives believe their organisations are struggling to keep up as rapid innovation compels companies to adapt. It is important for employees to keep up in learning how to use new tools and technologies, while businesses face the challenge of bridging the gap between current capabilities and future demands in the market.
For companies, it is not just about survival but rather succeeding and staying ahead. This is where upskilling and reskilling initiatives come into play. With the job market evolving so quickly, new hires are not always a sustainable solution. By investing in skills upgrades for your workforce, you retain top talent, boost morale, and stay competitive.
Managers play a pivotal role in this process. They are the ones shaping the future by creating and executing effective reskilling programs. However, it might be challenging to build a comprehensive programme from scratch. This guide offers a comprehensive plan for building an exceptional reskilling programme aligned with your organisation’s needs.
Understanding the need for reskilling (why it’s crucial)
The growing skills gap
Technological progress has surpassed the readiness of the workforce, disrupting roles once untouched by automation and digitisation. As job demands evolve, many employees find themselves unprepared to meet these new expectations. While hiring fresh talent might seem like the obvious fix, it often proves costly, time-intensive, and less efficient in the long run.
Instead, organisations should focus on upskilling and reskilling existing employees. Why? Because existing employees already understand your organisation’s culture and values. You’re not starting from scratch, you’re simply helping them evolve alongside your business.
Benefits for the organisation
Investing in an upskilling programme keeps your organisation competitive:
| Higher productivity | Employees equipped with skills upgrades can optimise processes and innovate solutions. |
| Cost efficiency | Upskilling and reskilling internally costs less than recruiting and onboarding new talent. |
| Employee retention | Demonstrating a commitment to professional development builds loyalty, boosting morale and reducing turnover rates. |
| Futureproofing | Reskilled employees prepares the company for emerging trends and challenges in the industry. |
Still not convinced? Organisations focused on upskilling report 32% higher employee engagement, according to LinkedIn’s Workplace Learning Report.
Assessing skills gaps and future needs
To build an effective reskilling programme, managers must first pinpoint gaps in current capabilities. This critical step ensures that reskilling efforts are strategically aligned with the organisation’s goals and industry needs.
Identifying current gaps
Start by gathering insights into how your team operates today:
- Employee surveys: Understand their perspective on their roles, challenges, and skill gaps.
- Performance reviews: Identify patterns that highlight consistent challenges or inefficiencies.
- Industry reports: Stay informed about market standards and in-demand skills within your industry.
Forecasting future skills needs
Given the volatility of industries, forecasting is just as vital as analysing current gaps. In order to stay ahead, it is essential to evaluate emerging technologies and shifts in the market. Consider these questions:
- Are AI tools becoming essential in your field?
- What will customer expectations look like in two years?
- Does your company have the technical capacity to meet these demands?
Tools for data-driven decision-making
Use technology and tools to identify priorities:
- Skills-mapping software, like Skillsoft or Degreed, helps assess the company’s capabilities more precisely.
- Industry benchmarking tools offer valuable insights into critical trends to help the company make informed strategic decisions.
Designing the reskilling programme (The blueprint)
Here’s what goes into an effective programme:
1. Develop a tailored curriculum
Align training materials with specific skill gaps to ensure content remains relevant and engaging. Customising to align with the unique needs of your workforce is crucial.
2. Select the right training methods
Opt for a balanced mix of online courses, in-person workshops, mentorship programmes and hands-on training to create a well-rounded learning experience.
3. Set clear learning objectives
Establish measurable goals so employees know exactly what they can gain from the training, how it applies to their roles, and how it supports their career growth.
4. Plan realistic timelines and budgets
Set achievable deadlines and consider cost-effective options, like subscription-based resources, to maintain scalability.
5. Focus on practical application
Incorporate real-world scenarios in the programme to allow employees to safely apply their skills and build confidence.
6. Ensure accessibility and inclusivity
Design the programme to accommodate employees from diverse backgrounds with different learning styles and needs, making it accessible and engaging for all team members.
Anticipate and plan for potential barriers in the programme. For instance, if employees raise concerns about time constraints, consider offering training during work hours or allowing flexible timelines to reduce any resistance.
Implementing the programme: Turning plans into action
Implementation is where ideas transform into results. To ensure success, follow these practical steps for your programme launch.
Communicate effectively
The success of any programme depends on employees understanding its purpose and benefits:
- The importance of the programme: Explaining the “why” of the programme to employees
- How it will directly benefit participants: Talk about the increased opportunities for promotions or simplifying daily tasks
- Expectations for everyone involved: Use short videos, team apps, and meetings to outline everyone’s roles and responsibilities concisely
Provide support and resources
Empower employees by giving them what they need to succeed. This includes:
- Access to training tools or platforms
Provide step-by-step video tutorials for software updates or in-person workshops for hands-on learning.
- Opportunities for one-on-one mentorship
Pair the newer employees with more seasoned employees to provide clarity and support.
- Clear channels for feedback and troubleshooting.
Encourage open feedback by setting up a dedicated channel on platforms like Microsoft Teams or WhatsApp.
Monitoring progress
Leverage dashboards or tracking systems to monitor progress, such as course completion rates and engagement levels. Adjust timelines, materials, or support as needed to keep employees on track and foster success.
Measuring success and evaluating ROI
It’s important to back up the programme’s impact with data. Numbers and feedback provide the full picture, but they also reveal the human side of success.
Key metrics to measure impact
- Participation rates: How many employees are actively involved and engaging?
- Completion rates: Are participants following through and completing the courses by the designated deadlines?
- Performance metrics: Is there measurable progress in the skills and areas the programme aims to enhance? Through Satisfaction ratings, reduced error rates, and improved efficiency post-training
Evaluating ROI
Weigh the programme’s costs against its outcomes. Has it improved employee retention? Boosted productivity or revenue? These indicators will help you assess its value and guide improvements for future initiatives.
Don’t forget to gather participant feedback, their experiences can provide valuable insights and reveal opportunities for improvement.
Best practices for reskilling success
Implementation is where your ideas take flight and turn into results. To make sure everything goes smoothly, follow these steps for a successful programme launch.
Gain leadership support
To make reskilling stick, you need support from the top. Leaders and managers should actively promote and back the effort. This includes leaders encouraging their teams to participate, allocating time and resources for skill development, and leading by example by embracing reskilling opportunities themselves.
Create a culture of learning
Create a workplace culture that prioritises and promotes continuous learning as a core value. Encourage employees to expand their skills and knowledge through training programs, workshops, and access to learning resources. Foster an atmosphere where curiosity is celebrated, questions are welcomed, and personal and professional growth is supported.
Celebrate success
Recognising milestones is essential for sustaining momentum and keeping motivation high. Celebrating achievements, no matter how small, reinforces progress, boosts morale, and encourages continued effort toward long-term goals. Even a quick thank-you email or a team pizza party goes a long way. By acknowledging these moments, individuals and teams feel valued and driven to stay on track.
Embrace flexibility
Create a programme that is flexible and scalable, capable of adapting to emerging technologies and evolving industry trends. This involves using modular architecture, allowing for seamless integration of new tools and updates as they become available. Incorporate regular assessments to identify shifts in the market and adjust the programme’s features accordingly. By building with futureproofing in mind, the program can stay relevant, innovative, and effective in meeting the changing demands of users and the industry.
Invest in skills today to build a stronger tomorrow
A robust reskilling programme isn’t just another item on a checklist, it’s a strategic investment in your people and the future of your organisation. When leaders champion these initiatives, they equip their teams with the tools to adapt and thrive in an ever-changing landscape.
Begin crafting your reskilling programme today and futureproof your workforce to stay ahead of the competition. The future starts now!’
