We all know that employee turnover is expensive. The cost of replacing a single employee can range from half that person’s yearly income to double that amount. Rather than losing good employees and going through the process of hiring new ones, consider upskilling as a means of retention.
Upskilling is the practice of educating current workers on new skills or advancing their current skill levels with additional training. As a result of upskilling, workers can progress to more senior positions within a company. Retraining your personnel also results in a cross-trained workforce that can boost productivity.
The Need for Upskilling Programs
When job requirements change or the needs of a business evolve, companies may consider hiring new employees or they may choose to upskill current team members. Enhancing the skills of present employees, rather than hiring new ones, can help businesses save money because upskilling requires less capital than recruiting and onboarding a new employee. Additionally, a morale boost can come from avoiding layoffs and publicly investing in their staff. With upskilling, workers are better able to do their tasks, and a company is more likely to succeed in its goals. However, not every worker accepts these kinds of changes with a positive attitude.
Why Employees are Reluctant to Participate
Due to economic and environmental developments, businesses have been forced to reconsider how they conduct business. Business leaders are often asked to carry out changes, whether employees are excited for the changes or not.
Here are some reasons employees may be reluctant to participate in upskilling programs:
These days, many workers have overflowing inboxes and never-ending to-do lists. Therefore, it can be challenging to convince them to take time out of their workday to attend training programs. Even if they attend, it may be hard from them to concentrate on a training they see as superfluous or not closely matched to their current tasks. After a training, individuals may have trouble applying what they have learned because the pressure to keep up with their already demanding job responsibilities will prevent them from actively applying their new skills. A study by Cognizant’s Center for the Future of Work states that 77% of employees do not trust training and learning programs to impact their capabilities for their job profile significantly.
- Uncertainty about changes in their roles
Any process focused on streamlining or operating more efficiently may make an employee nervous about the elimination or reduction of their role. Employee responses in times of transition are partially influenced by how happy and secure they are in their jobs prior to the change. Anyone instituting an upskilling program will want to communicate the positive ramifications of participation to both the employees and the company.
- Fear of failure
Fear of failure could be the source of some employees’ resistance to change. If what they did in the past was successful, they can be reluctant to change because they worry they may not be as successful in new roles or using new methods. According to Cognizant’s Center for the Future of Work’s study, 65% of employees believe their current skill set would sustain them throughout their careers.
- Communication gap
An essential aspect in determining how people inside an organization will respond to change is how that change is presented to them. You can expect reluctance if you can’t explain what success will look like and how it will be evaluated. Additionally, changes implemented with little to no consultation with the workforce are frequently met with resistance. Getting feedback and buy-in from your team—even if a change is necessary and ultimately inevitable—can help them accept the change more readily. But never ask for feedback you don’t plan to use. You should be prepared to make adjustments to address the team’s feedback if you ask for their input.
- Lack of competent managers
The development of an upskilling program won’t reach its maximum potential if the facilitators lack the ability to implement it. According to a poll by TalentLMS, Workable, and Training Journal, 74% of workers believe their managers require training in upskilling or reskilling. Employers should ensure managers have the skills and expertise to instruct staff members and facilitate seminars and classes to boost active participation from employees in training and upskilling programs.
Best Practices to Boost Employee Participation
It is a well-known reality that workers will move onto other opportunities if they feel there are no prospects for advancement within their company. As a result, if you want to keep your employees for as long as possible, you must offer training and development programs that give them an opportunity for advancement within your organization and ongoing learning for their own professional development. An employee upskilling program keeps personnel on board, keeps you one step ahead of the competition, and increases team morale and engagement (two factors that are directly related to productivity).
Here are some best practices for boosting the participation of employees in upskilling programs:
- Consider job skills
The ultimate objective for any upskilling program shouldn’t be to just develop talent; it should also ensure that the abilities employees pick up will help them be more effective in their current and future roles. When utilizing this strategy, it’s crucial to ensure your training is customized to satisfy your long- and short-term objectives. Looking at the most in-demand talents in your sector is a great place to start. You should also ask your staff what job-specific abilities they are missing that would help them in their current position.
- Curate personalized learning
Offer upskilling courses that speak to the specific requirements of your business. The engagement and retention of your employees will suffer if you offer general courses on subjects unrelated to their employment and objectives. Your employees will be more engaged and get the most out of the upskilling program if the courses are laser-focused and pertinent.
- Reward active participation
Rewarding employees for their participation in upskilling programs is an excellent way to encourage high participation rates. It shows employees that their participation is valued and appreciated and that the company is invested in the work of upskilling. Rewards could be in the form of bonuses, paid time off, or other perks.
Expert Tips and Tricks Regarding Upskilling
Your workers can be upskilled in several ways, depending on the demands of your organization. Frequently, a mix of various upskilling methods will be most effective.
Consider these tips and tricks given by experts regarding upskilling:
- Allocate a specific time to train
You must incorporate upskilling into the workday to be effective because it is challenging for your team members to participate in training during their free time.
- Create personal development plans
You can upskill your team members more efficiently by giving them responsibility for their skill improvement. A personal development plan is a great way to get team members invested in the work because they choose the courses independently.
- Utilize virtual training
Employee upskilling is possible anywhere in the world. Most virtual training merely requires that participants have access to a mobile device, Wi-Fi, and any required software. Some training is even web-based. Thanks to modern technology, participants can attend lessons, work in teams, separate into private rooms, and study at their own pace.
When a company invests in upskilling, it shows that it values its current staff members and their organizational expertise and does not just view them as expendable or interchangeable with more seasoned external hires. Without a doubt, upskilling is beneficial for both employees and organizations.
