Upskilling Staff: Essential Strategies for Future-Proofing Your Business
In the rapidly evolving business landscape, upskilling has emerged as a critical strategy for organisations aiming to stay competitive and future-proof their workforce. As Karen Kirton, MD of Amplify HR, and Lachy Gray, MD of Yarno discuss in their insightful Make it Work podcast episode, 'Moving from training to learning', the urgency for upskilling is driven by the swift pace of change in required skills.
According to McKinsey data, 17 million US workers will see their jobs be less in demand within the next decade, and 80% of these people may need to reskill completely, not just upskill.
This blog post delves into the key takeaways from their conversation, highlighting the importance of intentional learning, generational differences in learning preferences, and practical strategies for implementing effective upskilling programs.
The Role of Intentional Learning
One of the central themes discussed by Karen and Lachy is the necessity for organisations to be deliberate about their learning strategies. Traditional approaches to workplace learning often treat it as a mere component of performance reviews or development plans. However, to meet the demands of the modern workforce, companies must integrate learning as a core aspect of their culture.
Karen emphasises that learning should not be solely the responsibility of the employee. Instead, organisations must foster environments where continuous development is encouraged and supported. This involves creating structured opportunities for learning, beyond the occasional training course. It also means recognising and addressing the diverse learning needs and preferences within the workforce.
Generational Differences in Learning
The podcast highlights significant generational differences in attitudes toward learning. For instance, Generation Z, who are now a significant portion of the workforce, typically have a strong learning mindset, often seeking continuous development and career progression. This contrasts with older generations who may have experienced more formal, structured education and workplace training.
Lachy notes that younger employees are often more adaptable and eager to learn, potentially influenced by their constant access to information through technology. This adaptability is crucial in a world where skills requirements are rapidly changing. Recognizing these differences allows organisations to tailor their learning and development programs to better suit the needs of their diverse workforce.
From Compliance to Continuous Learning
Karen and Lachy discuss the evolution from traditional, compliance-based training to more dynamic, continuous learning models. Compliance training, while necessary, is often viewed as a tick-box exercise with limited engagement.
On the other hand, continuous learning involves ongoing, active engagement with new information and skills development.
This shift requires a mindset change within organisations, viewing learning as an investment rather than a cost. It involves integrating learning into the fabric of daily work life, encouraging employees to view every interaction and task as a learning opportunity. As Lachy points out, learning happens all the time, even in informal settings such as peer interactions and mentoring.
Practical Strategies for Effective Upskilling
Implementing effective upskilling programs requires a strategic approach. Karen and Lachy share several practical strategies that organisations can adopt:
- Programs and Workshops: Instead of sporadic training sessions, develop comprehensive programs that span multiple sessions over a period of time. This allows for iterative learning, where employees can apply what they've learned and return with questions and further insights.
- Microlearning: Incorporate microlearning elements, such as short, focused training modules that can be completed in a few minutes each day. This keeps learning continuous and manageable, fitting into the busy schedules of employees.
- Subject Matter Experts: Identify and develop subject matter experts within your organisation. These individuals can lead specific areas of learning, conducting research and sharing their knowledge with the team. This not only builds expertise but also fosters a culture of shared learning.
- Diverse Learning Opportunities: Offer a variety of learning opportunities, from formal training sessions to informal lunch-and-learn events and role-playing exercises. This caters to different learning styles and keeps employees engaged.
- Alignment with Business Goals: Ensure that learning and development initiatives are aligned with the overall business strategy. This creates a clear connection between employee development and organisational growth, enhancing the perceived value of learning.
The Future of Upskilling
As we look to the future, it's clear that upskilling will continue to be a critical component of business strategy. The rapid pace of technological advancement and changing market demands mean that employees will need to continuously update their skills to stay relevant.
Organisations that invest in their employees' development will not only enhance their competitiveness but also improve employee engagement and retention. As Lachy mentions, companies that focus on personal growth are more likely to unleash their employees' potential and be seen as great places to work.
Conclusion
The conversation between Karen Kirton and Lachy Gray puts a spotlight on the importance of upskilling in today's business environment. By being intentional about learning, recognising generational differences, and adopting practical strategies for continuous development, organisations can build a resilient, adaptable workforce ready to meet the challenges of the future. Embracing this approach will not only drive business success but also create a more engaged and motivated workforce.
If you would like to listen to the full Make it Work episode, please click here. Happy listening!
