Reskill and Upskill Employees to Prepare for a Skills-Based Future

Many organizations and employees are facing significant transformation. A recent PwC study found that in the past 12 months alone, 35% of global employees said the nature of their roles changed, while 40% stated that their daily responsibilities have shifted. As companies strive to adapt to market changes and keep pace with technological advancements, job roles and organizational structures will evolve as well. 

Traditional hierarchical models, characterized by rigid departmental silos and defined roles, are gradually giving way to more fluid, skills-based frameworks. The progression is driven by the need to utilize the skills of the entire workforce to address dynamic challenges. Because the pace of change is likely to continue accelerating, an adaptive structure allows businesses to respond more effectively to near- and long-term demands. 

In the modern model, employees will be mobilized to contribute to various projects based on their capabilities and backgrounds, promoting a more collaborative and agile work environment that empowers its people to achieve their potential. 

Identifying Readiness for a Skills-Based Structure 

84% of business leaders think talent approaches need to reflect a focus on competencies rather than traditional job roles. Still, they are unlikely to flip a switch and immediately adopt a fully flexible operating structure. In the near term, companies can apply a hybrid model where departments still exist, and staff allocate portions of their time to more cross-functional projects.  

Even if leadership is not ready to go all in on a skills-based structure, it’s important for Learning & Development (L&D), Human Resource (HR) and Organizational Development (OD) teams to be prepared to support the shift as leaders start to: 

• Create cross-functional teams to initiate or manage priority initiatives  
• Utilize the gig economy to support projects and day-to-day work 
• Identify significant gaps between current operations and their desired future state 

When any of these conditions are met, companies are likely to benefit from adopting some of the practices of a skills-focused organization to meet demands. Specifically, it’s necessary to evaluate current workforce capabilities, compile talent inventories and identify missing proficiencies. Understanding and regularly updating the scope of competencies available across the business, including technical, soft and behavioral skills, will allow companies to create a functional talent marketplace. 

Additionally, it’s important to begin cultivating a new mindset within the company. Leaders need to be open to change and invest in the necessary resources to support transitions, and that includes a willingness to share personnel with different teams. Employees must also be bought into the model. Transparent communication about the benefits and expectations of a skills-based structure can help gain their commitment and ease the transition process.  

Promoting Upskilling and Reskilling 

A commitment to continuous learning and development is at the core of a skills-based focus. According to the World Economic Forum, employers predict that 44% of workers’ capabilities will be disrupted by 2028, and 6 in 10 staff members will require training within the next few years. 

Investing in learning programs will help bridge gaps while enhancing employee engagement and retention. When employees see that their organization is committed to their growth and career development, they are more likely to stay. In fact, personnel who experience internal mobility are 3.5x more likely to be engaged and remain with the company. Moreover, a well-trained workforce is better equipped to drive innovation and maintain a competitive edge in the market. 

Building Effective Upskilling and Reskilling Offerings 

Creating successful relearning programs requires a strategic approach with collaboration from L&D, OD, and HR. Together, these teams can develop comprehensive talent inventories and personalized learning paths that align with corporate goals. 

Work with your executive team to clarify objectives and gaps, so you can determine current and future needs. I recently provided guidance on this topic, and I encourage you to read this post for more details on how to identify top priorities. 

In partnering with L&D teams, I’ve often found that one barrier to reskilling and upskilling is the volume of diverse training needs that employees have. While you may address this challenge by partnering with leadership to pare down the volume of development opportunities, the remaining concepts could still feel overwhelming. 

Spend time identifying other collaborators who can support you in your work. From an external lens, consider training partners or online learning offerings to supplement the coursework delivered internally. Additionally, look for individuals inside your business who have expertise in in-demand proficiencies. These leaders can amplify your efforts by hosting lunch and learns, leading masterclasses or providing on-the-job learning experiences. 

Be sure to measure and track the different capabilities staff have as well as the training they are participating in to keep an up-to-date inventory. Engage employees in revising their skills inventories at least annually and regularly meet with leadership to assess any new competencies that need to be elevated.  

Leveraging Internal Strengths for Enhanced Mobility and Agility 

One significant advantage of a skills-based structure is the ability to tap into internal employees for various projects and roles. Internal mobility provides employees with an array of growth opportunities and empowers the organization to respond more swiftly to changing priorities. 

Nurturing and developing existing staff can help leaders build a versatile and resilient workforce capable of navigating the complexities of today’s corporate landscape. By promoting continuous learning as part of your work culture, you will attract and retain top talent as well as position the business for long-term success. 

Learn more of the L&D trends shaping the future of work! 

To discover how Emergenetics can amplify your reskilling and upskilling initiatives with in-demand soft skills, fill out the form below! 

 

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