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Advice for Employers and Recruiters

3 tips from Evive for employers who want to upskill their staff

Shelby Konkel
Elisabeth Duncan (Guest Author)
March 16, 2022


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 3 tips from Elisabeth Duncan, vice president of human resources at Evive, the digital engagement and communication technology leader for HR teams and benefits. 

1. Create a culture of learning

Start building and maintaining a culture of learning by actively communicating with employees to better understand their goals. Work with employees to establish development plans tied to performance reviews.

Once plans are in place, managers can help employees identify relevant professional development opportunities, LMS courses, networking opportunities, professional groups and assign mentors from different departments.

HR tech can also help. Use an automated communications platform with behavioral science, prediction and analytics to determine which topics employees are most interested in, where they’re succeeding or areas of improvement. HR tech can also distribute reminders about workshops that play upon employees’ strengths and interests, personalizing the development experience.

When employers support employee growth, they elevate their workforce, generating a positive employee experience that encourages transparency, communication and collaboration.

2. Develop an agile environment

Build an agile workplace where employees are used to working outside their comfort zone, trying new tasks, collaborating with others and being open to organizational changes.

For example, instead of employees working within their team or on their own, encourage people across the organization to work together toward a common goal. Cross-functional teams bring different perspectives to the table to compare insights, share ideas and review metrics. Other examples may include rotating tasks and roles, encouraging employees to experiment and giving them the freedom to improve the quality of the job.

3. Conduct a skills gap analysis

Perform a skills gap analysis to understand what expertise is in-house and whether organizational goals are being met. Use this opportunity to identify future needs and missed or unleveraged opportunities. A skills gap analysis will identify topics and areas required to span the gap. HR can use those findings to develop a plan to upskill staff, move people around or hire outside to address skills shortages.

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