Training Industry Magazine - May/June 2021 - 18

Benefits of Upskilling
and Reskilling
There are clear advantages to
investing in upskilling and reskilling
initiatives over new hire training.
These initiatives can:

Open doors to new roles. Perhaps

the biggest benefit of upskilling and
reskilling is that they each create
opportunities for valued existing
employees to take on new roles and
functions.

Future-proof against disruption. Training

plans for upskilling and reskilling begin
with an evaluation of industry skill gaps.
Such forward-thinking analysis builds
resilience and ensures preparation for
the next disruption.

Increase collaboration. Both upskilling

and reskilling often involve job
shadowing, cross-functional collaboration
and collaborative learning - all of which
forge stronger teams and strengthen
shared goals.

Boost productivity, confidence and job
satisfaction. Upskilling and reskilling

initiatives equip employees with the
knowledge and skills they need to be
productive members of the organization.
By extension, this training can boost
employee retention by increasing
workers' confidence, motivation and
job satisfaction.

As
employees engage in upskilling
and reskilling, the need to hire new
employees or fill vacancies decreases.
According to Gallup, the cost of
replacing a salaried employee can
range from one-half to two times the
employee's annual salary.

Lower hiring costs over time.

Valuable Post-pandemic
Skills and Attitudes
When developing upskilling and reskilling
programs, it's important for trainers to
focus on skills and attitudes best suited
for post-pandemic realities. No matter
the organization, the following are sure
to be part of any effective training plan:

Whether focused on upskilling or reskilling, L&D
professionals will play a critical role in reshaping
workforces emerging from the pandemic by
equipping employees with new skills, building
on existing skill sets and supporting the
development of new habits.

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A flexible, growth mindset. To adapt
to the new normal, employees must be
open to change and growth. By helping
them establish this mindset, L&D
professionals can enable employees to
learn a wide variety of skills, improve
self-motivation and cultivate habits of
flexible, lifelong learners.
Emotional intelligence. The Centers

for Disease Control and Prevention
report that the pandemic is having
a significant psychological impact
across demographics. Trainers have
an opportunity to help employees
recognize and express their feelings,
as well as support their colleagues.
Emotional intelligence can generate
stronger collaboration, greater team
cohesion and increased job satisfaction.

Ability to master a wide variety of
skills. As organizations adapt to post-

pandemic realities, they may need to
quickly shift roles and responsibilities
- often while short-staffed. Employees
who have mastered a variety of skills will
have the role flexibility required to meet

https://www.cdc.gov/mmwr/volumes/69/wr/mm6932a1.htm?s_cid=mm6932a1_x https://www.cdc.gov/mmwr/volumes/69/wr/mm6932a1.htm?s_cid=mm6932a1_x https://www.gallup.com/workplace/247391/fixable-problem-costs-businesses-trillion.aspx

Training Industry Magazine - May/June 2021

Table of Contents for the Digital Edition of Training Industry Magazine - May/June 2021