Upskilling, Reskilling, and Retooling

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Upskilling, Reskilling, and Retooling

The Great Resignation has affected employers in every industry, calling for creative solutions, workarounds, and a complete retooling of the talent acquisition workflow. Many organizations have found success by leveraging the talent they already have in-house to address the situation. But while companies likely have enough “warm bodies,” the right skills are another matter.

The Value of Upskilling Your Employees

The pandemic forced many changes for companies, especially where hiring is concerned. Historically, organizations recruit when they need new skills, but the realities of the past couple of years have forced us to do more with less.

Technology, automation, and digital transformation are essential to ensure success in today’s challenging climate. But such a shift requires an entirely new mindset, new skills, and a complete reimagining of workflows and approaches to just about every aspect of doing business—and HR is no exception.

One of the ways companies are succeeding, despite the adversity, is to reskill their existing employees. When hiring new talent is too risky, costly, or impossible because you’re unable to attract suitable candidates, leveraging in-house talent is a viable approach that is helping many companies thrive against all odds. That said, many will need to learn new skills or upgrade their existing skillsets to make this work.

According to recent studies, 58% of employees today require upskilling to succeed in their jobs.

Upskilling is a way to retrain and develop existing employees but committing to this process has benefits beyond fortifying the workforce. Done right, it provides access to a talent pool that’s already integrated into the company’s culture and aligned with the mission, helping you achieve value faster and with far less risk of failure vs. traditional recruiting methods.

Plus, upskilling is a way to provide growth opportunities. You’ll be showing your employees they are valued and have a future with the organization, building loyalty and encouraging them to engage more fully with the company’s growth.

How Agile Methodologies Support Continuous Learning

A continuous learning culture helps employees grow professionally and feel secure in their positions. It’s an organizational practice aimed at continual growth and evolution and can be implemented from the top down—from the executive suite to customer service and beyond. It’s also an Agile methodology, an iterative approach proven to produce superior results for software developers and project managers in a diverse range of industry niches.

In a world where companies must adapt to change to evolve and grow, Agile methods make good sense. Agile organizations are adaptive. They are capable of transformation, innovation, and even complete industry domination. Through constant learning, iteration, and adjustment, businesses can leverage their people’s collective knowledge and creativity and apply that experience to solve the problems that come their way, no matter how disruptive they might be.

Fast, effective, and iterative learning works at every level of the organization. It invites all stakeholders to the table to contribute to company growth and have a say in its future. Businesses that embrace Agile methodologies and continuous learning will always have the edge when it comes to transformation, innovation, and improvement.