The Great Upskill is Upon Us – Building Up Your Workforce with Learning & Development
Despite a survey from Censuswide of over 4000 workers around the UK showing that 67% of responders believe new skills will help them succeed in getting a promotion or feeling more satisfied at work, Right Management research found that 49% of employees said they’d not received any career coaching in the past five years.
When you’re further up the chain of command in a business, you may know keeping your workforce’s knowledge full without any gaps. But you might not understand its importance or the number of benefits coming from it.
In this article, we’ll go through some of the benefits of upskilling and how taking the opportunity to do so can help with career progression.
Benefits of upskilling
A survey by PwC found that 18% of workers in the UK are planning on leaving their current job in 2022, showing that the lack of coaching and attention could affect their motivation to stay in a company.
Upskilling training to fill in knowledge can help retain employees. Linkedin’s 2022 Workplace Learning Report showed businesses are putting a greater emphasis on employee engagement as well as the development and management of talent.
Upskilling for career progression
Everyone wants to feel like they’re progressing in what they do rather than being stagnant. With workers wanting wage increases and “The Great Resignation” hitting UK businesses, a number of jobs will require more skilled candidates.
This is another area where upskilling could be incredibly beneficial to your business. Having familiarity with an existing employee means knowing their work ethic and strengths. So instead of looking outside of the company, encouraging training for current employees to level up their abilities and knowledge is a great way to fill the gap.
It’ll also help build a stronger sense of community within the business. Displaying your desire to look closer to home for people to fill the higher-paid roles that require more responsibility shows trust in your workers to perform at a higher level. This, in turn, could increase productivity as they’ll feel encouraged to work harder to achieve their goals.
What’s the best structure for upskilling?
After reading through the benefits for your business and individual workers’ progression, you might be thinking: how can I build an effective upskilling program for my company?
When constructing an upskilling strategy, pick an area of your workforce’s knowledge or skill base that could do with a boost and build around that. For example, if you need to improve a department’s understanding of marketing online, you could add a digital marketing course to the roadmap for them to complete and become qualified in.
Once you’ve done preliminary research into what courses or qualifications are available and can fit into a schedule, opening a dialogue with your workers could also help to build this roadmap. There may be courses you weren’t aware of that your employees have seen and had an interest in, flexible and fit in with the scheduling. Opening talks around L&D with your employees and getting them involved in the planning process reemphasises how serious you are about developing their talents and making them feel valued.
Upskilling is an important aspect of your business that demands focus, and the best way to build on your workers’ L&D is by getting them involved. Establishing you want to see them progress and gain more knowledge demonstrates trust and value in them. This could help your company’s reputation as well. Showing hopeful future employees that you’re a committed team member and there are options for further progression within the role and to ones with more authority, it’ll make your company the place to be and attract even more talent.