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Upskilling: Tips & Benefits for Your Organization

06Jun
Green KeyGeneral Interest, Green Key News, Human Resources, Leadership + Management, Worklife

What is upskilling?

Upskilling is the process of employees at your company learning new skills to advance their careers and pursue new internal opportunities. The idea is to develop employee skillsets and evolve accordingly, especially as new technology arrives to the workplace. In such a competitive market, upskilling keeps your organization innovative, tech-savvy, and most, importantly, adaptable to changes.

Forbes mentions, “Upskilling entails learning new skills, but it also involves a cultural shift and change management. To be competitive in the digital age, individuals and corporations require a learning-for-life mindset, collaboration—with humans and machines– and a willingness to embrace new ways of doing things.

Benefits of upskilling

There are many benefits to embracing upskilling at your organization. Most notably, it helps to close the skill gap. Many companies struggle to find candidates with a solid blend of relevant skills, leaving job openings up for weeks at a time. Providing resources and trainings for current employees allows your teams to grow actively and keep up with in-demand skills.

Upskilling can also help attract new talent and boost employee retention. Any true commitment to the growth and wellbeing of your employees will reflect a level of respect and admiration. Many professionals in the younger generations are looking for growth opportunities and development programs when applying for jobs. Upskilling reduces turnover rates and allows current employees to make lateral moves and improve their overall work culture.

How to take advantage of upskilling

  1. Determine company needs. Knowing both short- and long-term goals will help to match the type of skills you’ll need in order to succeed. Additionally, once you know which skillsets are most necessary, you’ll be able to decide which employees pair best with specific programs and growth opportunities.
  2. Create a plan. This is the most crucial step, as it is where you will build career paths for specific employees, as well as developmental plans and trainings. Both soft and hard skills should be considered, as well as generational differences when it comes to learning.
  3. Consider the ROI and reward employees. Any type of change in business should require a reflection or measurement of its success. Using a combination of quantitative and qualitative data, you should be able to determine the effectiveness of implementing upskilling into your workforce. It is additionally important to reward any employees who contributed to the success. Be sure to acknowledge their efforts and contributions, whether its through a raise, promotion, or title change.

Green Key is a proud, innovative recruiting firm, always prepared to adapt to technological changes and advance when needed. If you’re looking to work for an organization that considers upskilling a crucial part of business development, browse our internal roles or connect with us on LinkedIn!

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Managers Gain More By Asking Questions

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Managers Gain More By Asking Questions

To be a better manager, ask don’t tell. More specifically, ask questions of your team.

If that seems inconsistent with projecting strong, decisive leadership, it can be, if your questions suggest a lack of homework or are manipulative. But managers whose questions are honest attempts at understanding or express curiosity were considered more trustworthy and more credible as leaders.

Research soon to be published in Organizational Behavior and Human Decision Processes suggests that leaders have more to gain by asking questions than they might lose in perceived competence. In a series of surveys, researchers found that managers who asked questions were rated as more trustworthy and participants were more willing to help.

New managers whose qualifications were unfamiliar or limited did indeed suffer a loss of perceived competence by asking questions. But that was much less than for those who outright admitted ignorance and it was counterbalanced by an increase in perceived humility. Leaders with strong credentials only gained by asking questions.

The increase in how survey respondents regarded these question-asking managers has broad organizational implications, according to a discussion of the research by co-author Natalia Karelaia, INSEAD associate professor of decision sciences. Writing on the INSEAD blog, she said relational humility, which is what the questioning demonstrated, “is associated with increased leader effectiveness and translates into increased employee engagement and performance.”

“These findings,” she says, “Contradict the common assumption that the relationship-building benefits of asking questions will always be nullified by a decline in perceived competence. Rather, leaders who frequently ask questions before making decisions can strengthen their interpersonal relationships, while simultaneously improving problem-solving as well as leadership performance.”

Photo by Brett Jordan on Unsplash

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