{"id":3734,"date":"2021-02-24T16:37:47","date_gmt":"2021-02-24T16:37:47","guid":{"rendered":"http:\/\/www.rtgsolutionsgroup.com\/?p=3734"},"modified":"2021-11-18T09:14:18","modified_gmt":"2021-11-18T09:14:18","slug":"develop-an-upskill-reskill-strategy","status":"publish","type":"post","link":"https:\/\/www.rtgsolutionsgroup.com\/develop-an-upskill-reskill-strategy\/","title":{"rendered":"Bridge the Talent Divide: Develop an Upskill & Reskill Strategy"},"content":{"rendered":"
[vc_row][vc_column width=”3\/4″][vc_single_image image=”3736″ img_size=”1110×500″][vc_column_text]There\u2019s a vast divide that continues to expand within today\u2019s workforce. How we work, and the skills people need for businesses to compete, are changing fast. There are knowledge and skills gaps across all industries. And no business is immune.<\/p>\n

Company leaders, HR, and Learning & Development teams are strategizing their upskilling and reskilling efforts. Technological advancement, AI, automation, and the dynamics of an agile work culture trigger the need for people to continuously learn.<\/p>\n

Organizations that embrace an upskill and reskill strategy help employees\u2019 skills and knowledge remain relevant. And businesses that grab ahold of investing in a learning culture<\/a> will be prepared for market disruption, opportunities, and innovation.<\/p>\n

According to an Adecco<\/a> survey \u2013 92% of business leaders think Americans aren\u2019t as skilled as they need to be.<\/p>\n

And it\u2019s not all technical skills. It\u2019s noted that 44% think Americans lack needed soft skills: communication, creativity, critical thinking, and collaboration.<\/p>\n

Before Covid-19, business leaders were already reading the tea leaves and recognizing the current and impending need to integrate an upskill and reskill strategy in their operations. Then in early 2020, the pandemic hit like a fast-rising tide, changing our lives and economy forever.<\/p>\n

There\u2019s at least one critical lesson to learn in how we had to pivot in business \u2013 and where we work. It\u2019s that organizations must prepare for future business needs. And this includes anticipating the skills needed for the future and aligning training efforts to reskill or upskill employees.<\/p>\n

Even back in 2018, the World Economic Forum issued their Future of Jobs Report<\/a> highlighting that 54% of all employees will need significant reskilling and upskilling by 2022.<\/p>\n

Before we tackle how to bridge the divide, let\u2019s first clarify upskill and reskill.[\/vc_column_text][vc_custom_heading text=”What\u2019s the Difference Between Reskilling and Upskilling?” use_theme_fonts=”yes”][vc_column_text]Reskilling<\/strong> involves the process of evaluating an individuals\u2019 current skills and developing the training needed to take on a new position. This often entails identifying employees with somewhat similar skills and the aptitude, as well as the desire, to embrace learning for a new role.<\/p>\n

Upskilling<\/strong> on the other hand, focuses on providing training for employees to learn new, advanced skills to close the gap between either their performance or the need to advance their career path. Efforts to upskill an employee usually involve remaining in their current role. Yet the training provides the opportunity to expand their capabilities, efficiency, learn new technologies, and personal growth. Thereby, both the organization and employee benefits.[\/vc_column_text][vc_custom_heading text=”Why Should Reskilling and Upskilling Matter?” use_theme_fonts=”yes”][vc_single_image image=”3737″ img_size=”1110×500″][vc_column_text]Reskilling and upskilling should be a big deal to all organizations and every worker. There\u2019s a significant difference in today\u2019s jobs from even a generation earlier. And all of us, from Gen Zers to Boomers, should be cognizant that we\u2019re living in a working world that is evolving fast, requires agility, and is more unpredictable than ever.<\/p>\n

Next, let\u2019s take a look at several benefits when an organization addresses upskilling and reskilling.<\/p>\n

Career pathing<\/strong><\/p>\n

Most employees, no matter their role or industry, like to know that there is a path forward for them. If they like working for their current organization, having the opportunity to upskill or reskill reinforces their commitment to the company. Career pathing is important for everyone, not just high protentional and top-performing employees<\/a> striving for the next leadership role. Everyone benefits from a crafted career path.<\/p>\n

Succession planning<\/strong><\/p>\n

Successful companies plan for the future, growth, and new business endeavors. Having the right people in place is critical to that success. In a continuous learning culture whereby reskilling and upskilling is integral to business operations, organizational leaders can plan for succession of people. This provides stability for the organization and helps retain their valued staff.<\/p>\n

Retention<\/strong><\/p>\n

Everyone wins when an organization has a high retention rate. A commitment to reskilling and upskilling are critical to retention. Organizations win because they are able to retain knowledgeable and skilled employees. As well, it is fiscally beneficial to retain and develop your people rather than have a revolving front door and constantly hiring to replace valuable talent. When employees have access to upskilling or reskilling, they are more likely to stay with the organization.<\/p>\n

Increased remote work<\/strong><\/p>\n

Even before the onslaught of the pandemic, companies and employees discovered the benefits of remote work. However, the urgency to pivot in early 2020 towards a greater remote working environment shined a light on the need to upskill and reskill employees, both in technical skills and soft skills. Much of remote work positions will remain even after the end of Covid. Therefore, it\u2019s important for organizations to continue with their upskill and reskill efforts.<\/p>\n

Advancing technologies<\/strong><\/p>\n

New technologies, including AI, create tremendous opportunities for businesses to grow, improve efficiency, and innovate. Yet, technology can also create skills gaps \u2013 often cavernous ones \u2013 between employees and the capabilities of the technology. It is only through upskilling and reskilling training efforts that organizations can maximize the use and availability of technology.<\/p>\n

So far, we\u2019ve looked at the need and benefits of an upskill and reskill strategy. Now let\u2019s focus on some best practices, specifically involving reskilling.[\/vc_column_text][vc_custom_heading text=”Best Practices to Reskilling Employees” use_theme_fonts=”yes”][vc_column_text]In today\u2019s dynamic work environment, employees should always be learning. Ideally, their employer surrounds them with a culture of continuous learning<\/a>. Some training might be to bridge gaps between current skills and needed skills. Likewise, many individuals just have a desire to learn through their own initiative.<\/p>\n

But what happens when an employee needs reskilling to shift or grow into a new role?<\/p>\n

Sometimes it is their choice to change roles. Other times, reskilling is necessary to retain a position in the organization or is of great need. So, what\u2019s the first step for organizational leaders in reskilling?<\/p>\n

The first step in reskilling is to determine where an employee\u2019s passions lie. A complete shift in an employee\u2019s industry skillset may be something that leaders want or need. However, if it doesn\u2019t align with the employee\u2019s aspirations, then reskilling efforts and creating a different career path is pointless.<\/p>\n

Leaders should spend time understanding what their employees are passionate about. \u00a0How do they think they can most positively impact the business where both they and the business can benefit long term?<\/p>\n

Leaders should spend time to find out what they like to \u201cbuild\u201d and see if that aligns with the corporate goals and initiatives of the business. Once this is determined, then the next step is to develop a career path, coupled with a training development pathway.<\/p>\n

Here\u2019s some tips for leaders to help employees adapt and develop into new roles as part of reskilling.<\/strong><\/p>\n

Don\u2019t set timelines for when employees need to be \u201cfully trained.\u201d These expectations are often unrealistic and create unnecessary pressure for the employee to know or do something. This will come naturally with time. \u00a0<\/span><\/p>\n

Create an atmosphere that allows people to regularly communicate their needs. \u00a0A solid communication infrastructure allows employees to escalate issues as needed rather than leaders telling employees what to do. The best leaders provide vision rather than instruction.<\/em><\/span><\/p>\n

As part of reskilling, pair employees with people that can create a collaborative environment to solve problems and get work done. \u00a0Leaders should encourage employees to network outside of their immediate circles. \u00a0It will be helpful to keep their \u201cfinger on the pulse\u201d of the industry.<\/span><\/p>\n

Leaders should stress the importance of being excellent, not perfect. Doing nothing, while pursuing perfection, is a quick way to be non-competitive in an extremely competitive marketspace. More and more, people are less concerned with the details. Rather they are looking for the overall message and how it impacts them.\u00a0<\/span><\/p>\n[\/vc_column_text][vc_custom_heading text=”Identifying the Skills Gap for a Continuous Learning Workforce” font_container=”tag:h3|text_align:left” use_theme_fonts=”yes”][vc_single_image image=”3739″ img_size=”1110×500″][vc_column_text]The demand for skilled talent will only continue to grow. As technology advances and disruptions occur, the skills gap will only widen.<\/p>\n

In today\u2019s workplace, it\u2019s imperative for the people to continuously learn and sharpen their skill set to stay relevant and pursue a career path.<\/p>\n

The new reality is that for businesses and the workforce to survive, they must embark on a reskilling and upskilling strategy. The organizations that will excel are those who can accurately identify what skills are needed for the future, outline the current skills gap, and tailor a continuous learning program that best fits the needs of their workforce.<\/p>\n

However, according to a recent Deloitte survey, most organizations don\u2019t have the insights to get started with an upskilling and reskilling initiative.<\/p>\n

Fifty-nine percent said they need additional information to understand the readiness of their workforce to meet demands.<\/p>\n

And 38% indicated that identifying workforce development needs and priorities is their greatest<\/em> barrier to workforce development.<\/p>\n

At RTG Solutions Group<\/a>, we recommend starting with a training needs analysis<\/a>.<\/p>\n

By identifying the current skills of employees and mapping out needed skills for upskilling or reskilling, our consultants outline the gaps in the skills and the necessary training and development to bridge the gap. Many organizations don\u2019t know where to start. Our proven training analysis process clearly outlines the gaps and creates a roadmap to get the organization where it needs to be.[\/vc_column_text][vc_custom_heading text=”Bridging the Skills Gap with Soft Skills” font_container=”tag:h3|text_align:left” use_theme_fonts=”yes”][vc_column_text]The needed skills to upskill or reskill employees can take multiple forms. Many are technical, as it relates to new software or technology. However, do not overlook soft skills, as, well \u2013 soft<\/em>. The descriptor for soft skills as something subtle, malleable, or even weak is just misleading and inaccurate.<\/p>\n

According to an ATD survey<\/a>, the top concerns for hiring managers across all industries are soft skills. Specifically, today\u2019s employees need training in:<\/p>\n