Upskilling employees during a crisis: a mission impossible?
The global health crisis has introduced sweeping changes within organizations, especially impacting HR functions. Continuing recruitment efforts during turbulent times can be challenging, but there’s a powerful asset at your disposal to help meet organizational goals: employee upskilling.
Upskilling is the process of tapping into the full potential of your talent pool, maximizing overall performance and driving business outcomes. It requires every team member to engage in targeted training programs to develop their skills further.
We've compiled a practical guide to help you support your employees’ growth. Here are seven essential tips for effectively upskilling employees, even in times of crisis (health or otherwise).
Why upskilling matters
Driving employee upskilling creates a virtuous cycle for your organization and workforce:
- Employees become more skilled and productive.
- They are more engaged and committed to their roles.
- Higher engagement and performance reduce turnover risk.
This boosts talent retention, enhances engagement, drives productivity, and makes you a superstar in HR. Providing upskilling opportunities shows employees that their abilities matter, which has a significant impact on motivation. A motivated employee is always more efficient, and the better they perform, the stronger your team and company will be.
Supporting employees’ skill development has become a vital strategic objective. Gone are the days of improvised approaches—HR must now focus on continuous skill enhancement strategies.
How HR can achieve upskilling: 7 key tips
Tip #1: Offer ongoing support for employees
Upskilling isn’t something to address only once; it should be an ongoing priority. Replace rigid management approaches with a more personalized, close-contact management style. HR’s role in this is, as usual, invaluable to both managers and employees.
In practice, this means listening, communicating, and supporting employees throughout the year, not just during annual reviews. It also involves understanding their unique needs and ambitions in terms of skill development.
Tip #2: Actively listen to employees’ needs
Attempting to launch an upskilling initiative without knowing employees’ needs is like trying to learn to swim without water. The process may be in place, but without a clear understanding of what’s needed, it’s hard to make meaningful progress.
The solution is simple: listen to your employees regularly! By doing so, you’ll be able to offer training that meets their needs. Consider scheduling regular check-ins to foster open communication.
Tip #3: Assess current skills
Understanding employees’ needs is only part of the equation; assessing each person’s current skills is equally critical. Combining these insights allows you to outline clear development paths. When you evaluate each person’s skills, you gain a comprehensive view of their strengths, enabling you to recognize and encourage their abilities, which is inherently motivating.
Tip #4: Set intermediate goals
The skill assessments pave the way to setting employee goals. Determine which skills they want to enhance, the methods for improvement, and the target proficiency level. The answers will help you define short- and long-term goals. To track progress, use the fifth tip: micro-check-ins.
Tip #5: Schedule micro-check-ins
Conducting regular check-ins with employees lets you monitor their skill development progress.
- Have they achieved their intermediate goals?
- Are they encountering challenges?
- Are they interested in advancing or acquiring new skills?
These are likely questions on your mind, and micro-check-ins provide the answers, offering direction to maximize progress.
Tip #6: Rely on managers for support
Managers are your best allies! They conduct one-on-one meetings, understand their team members’ skills and preferences, and monitor each person’s daily progress. So don’t hesitate to involve them. Regular check-ins with managers will clarify achievable objectives and allow for a co-creation process that engages managers closely in skill development.
Tip #7: Leverage the right tools
You might be thinking, “This all sounds great, but how do I get a comprehensive view of everyone’s skills?” Don’t worry—we’ve got you covered. To guide employees through the upskilling journey, the right tools are your best ally.
According to the Future of HR Barometer, only 21% of companies have tools that adequately support their needs in skills identification and management. That leaves 79% either dissatisfied with their current tools or still searching.
With our 365Talents platform, you gain a dynamic skills mapping solution, providing real-time insights into each employee’s skills. 365Talents also enables visibility into training needs in line with your upskilling strategy.
Reskilling in the age of AI: essential for adaptability and growth
As artificial intelligence (AI) becomes an integral part of modern business, it’s reshaping how organizations operate and the skills employees need to thrive. In addition to upskilling, HR leaders should prioritize reskilling employees to remain agile and competitive in an increasingly automated landscape.
Reskilling focuses on helping employees develop new skills that equip them to take on entirely different roles or adapt to significant shifts within their current roles. With AI automating repetitive tasks, the demand for soft skills, complex problem-solving, digital literacy, and adaptability has increased significantly. For HR leaders, building a reskilling strategy alongside upskilling initiatives is crucial to maximizing workforce potential and meeting the evolving needs of the business.
Here’s how reskilling can complement the other tips discussed in this article:
The role of HR in reskilling for AI Integration
Incorporating AI within HR functions isn’t just about reducing administrative workload—it’s also about empowering employees to engage in more strategic, creative tasks. HR professionals should identify roles where AI is likely to impact daily responsibilities, then establish targeted reskilling programs that equip employees with skills to pivot into roles where human creativity, empathy, and strategic thinking are paramount.
For example, while AI can handle large data analysis, employees can be reskilled to focus on interpreting those insights, engaging in human-centered roles like strategic planning and employee relations, or even managing AI solutions themselves.
Assess current and future skills needs
Like upskilling, reskilling requires a clear understanding of current skills as well as an analysis of the skills that will be in demand as AI continues to evolve. By regularly evaluating employees’ skills, you can proactively address skills gaps and identify reskilling pathways that align with company objectives.
With skills assessments, HR leaders can map out a clear path for employees who may be transitioning from roles impacted by AI automation to those that require advanced problem-solving, project management, and digital literacy. This ensures that each team member not only contributes to the organization’s success but also feels prepared for the changing workplace landscape.
Implementing reskilling goals and tracking progress
In addition to setting intermediate goals for upskilling, establish specific milestones for reskilling. For example, employees in administrative roles impacted by AI automation might set goals to acquire data analysis or digital project management skills. Regular micro-check-ins will ensure employees feel supported in their reskilling journey and provide HR with insights into the effectiveness of the reskilling program.
Empowering managers in the reskilling process
Just as managers are key allies in upskilling, their role is vital in reskilling. Managers often have the clearest insight into how AI integration affects day-to-day tasks, making them instrumental in identifying reskilling needs. Encourage managers to communicate with employees about future skills and facilitate reskilling by organizing tailored training programs and mentorship opportunities that fit the evolving role requirements.
Leveraging AI-driven tools for effective reskilling
AI-powered skills management platforms like 365Talents can provide a dynamic view of employee skills, helping HR identify which skills are at risk of becoming obsolete and where reskilling opportunities lie. With real-time skills mapping and the ability to track employees’ progress in learning new skills, tools like 365Talents enable HR leaders to make data-driven reskilling decisions.
Reskilling to build an agile and future-ready workforce
By prioritizing reskilling alongside upskilling, organizations foster an environment of adaptability, empowering employees to thrive in roles that require distinctly human skills. This balanced approach enhances employee engagement, reduces turnover, and positions the company to leverage AI as a competitive advantage.
In Summary
Effective organization, strategic tips, and the right tools empower HR to champion upskilling efforts, no matter the circumstances. Let’s recap the key elements to help you meet your goals:
- Daily support for employees
- Active listening and regular check-ins
- Manager involvement in skill development processes
- Precise skills assessments
- Regular check-ins to track progress
- Access to an adaptive tool to streamline the process (like 365Talents!)
We hope this guide proves helpful—until next time!
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