3 tips from APQC for employers who wish to upskill their staff

As the US economy recovers from the impact of the pandemic, employers are still struggling to fully staff amid the supposed labor shortage. A potential way to combat this hiring issue is to upskill and retrain current employees. According to a study done by Gallup, upskilling and retraining can be a powerful tool to attract new talent and is a highly desired benefit for workers.

College Recruiter recently asked experts for tips for employers who wish to upskill their employees.

Here are three tips from Elissa Tucker, Principal Research Lead for Human Capital Management with APQC:

1.) Start with Change Management:

Begin by communicating with employees that the objective of upskilling is to help them continue to perform well in their current roles and, if they are interested, prepare them to advance along their career track. Involve employees in all stages of the upskilling process from identifying future skills to selecting methods of development. Let employees help shape the future of their roles and give them the information they need to take charge of their own employability. 

2.) Create Formal Programs for Developing Future Skills: 

Design training programs to teach employees the future skills that they do not already possess. Look for skills that many employees will need and design programs that can deliver this learning at scale, regardless of role or location. Consider using external training vendors or partners to develop skills that are new to the organization. Create training plans and timelines that employees can follow to remain current in their roles. Determine which elements of the training plan are required and which are optional. Make sure employees understand the difference. 

3.) Provide Individual Career Guidance: 

Provide guidance to individual employees on how their roles are anticipated to change and how the organization can support them in keeping their skills current. Prepare managers to have career conversations with employees to discuss their interests and to create a development plan for their current role and career track. Track employee skills acquisition. At least yearly, reevaluate the future predictions for each role. Make adjustments to the development plan and program as needed and communicate these changes to employees.