How the Future of Work Revolves around Employee Reskilling & Collaboration
Employee reskilling is the panacea for growth of tech companies. The new possibilities opened by advancements in technology can be best seized by those who have the know how & the expertise. Employee reskilling closes the gaps between the latest technological tools, capabilities and your organisational processes.
Employee reskilling and upskilling rank high on the agenda of companies that depend on innovative work. The future proofing of employees is a roadmap to insure the company against ceaseless forces of disruptions. As per WEF report, 42% of the core skills within roles on average are expected to change by 2022.
The companies that invest in employee reskilling are sure to reap the rewards in terms of a more competent team that can deliver better solutions for clients. The best companies invest time, resources and rewards for learning and upgrading the skills of their workforce.
The future of work revolves around the skills, technology and ability to deliver the best solutions in the market. Companies with a strong team, work culture and ability to constantly adapt to the skills of the future are the basic needs today. Here’s a look at how the future of work revolves around employees reskilling.
1. Personalised Skill Development Plans
A personalised skill development plan is based on the career preference, existing skills and aptitude of an individual. The skill development plan can be personalised as per the choices, preferences and role of an employee.
The personalised training program can make use of AI based learning techniques to suggest the right courses for reskilling. The employee aptitude, performance, projects completed and interests are used for suggesting relevant reskilling programs.
Companies budget time and money for training of employees. The total time spent by every employee learning and practising skills is monitored for feedback. The personalised development program can be made more relevant and useful with experienced managers.
2. Makings Bets with Experimental Learning
Most new technologies are best learned with experimentation. Companies that encourage experimentation and learning, end up innovating more than those that don’t. However, the experimental efforts of learning need to be channelised, else they become useless pile of trash.
Companies like Google and Amazon have reaped immense benefits of experimental learning. The accelerated demand for new products and services opens up avenues for taking the bets.
Companies can choose to devote time for trying out new things. For e.g. building your own projects once a month. It could help the company develop new ideas and services. There could be a strategic theme around building new products or services too.
The experiments for learning often aid employees to learn new skills. These skills could also be used by existing product or services teams in an organisation. The time on new experiments often results in innovative work that can be leveraged in existing products or services too.
3. Access and Collaborations
The pace at which technologies evolve is only going to increase. Keeping up with the latest development requires access and collaborations with the best in class. The top companies are strategic about their reskilling. They collaborate with the experts in different domains, technologies and build networks to ensure the best learning tools.
Take an e.g. of security and data privacy. Companies often need to ensure that employees learn about the best practices around security and data management. In this case, the company could collaborate with expertise around security.
The ability to develop good networks and collaborate with other companies is becoming more relevant today. As customers prefer best of breed solutions, an interoperable ecosystem encourages access and collaborations.
4. Self Driven Learning
One of the biggest hurdles employees face in organisations to learn new things is the lack of time. The employees are constantly battling time and deadlines for their existing tasks and projects.
The reskilling initiatives are often put on the back burner by the management, ongoing projects or the tight schedule of employees. Self driven learning offers a way out of this predicament. Employees can spend time as and when they need to complete their training.
The self paced learning incentivises the employees a personalised as well as convenient learning program. Many companies use AI based learning programs to impart training for their employees. The gamification of the top learners and their achievements also creates an interactive organisation.
5. New Tools & Technologies
Upskilling is the art of learning new skills, whereas reskilling requires employees to take on different roles altogether. The new tools and technologies will take on more and more tasks currently undertaken by humans.
But the new tools and technologies are also making employees more effective at their jobs. Consider the example of the tools used for development, with newer integrated development environments, the job of a developer becomes easier.
Companies need to continually explore new developments for maintaining their competitive edge by addressing questions like:
Is your team working with the right tools and technologies?
Are there new developments that make your products or services obsolete?
Are there gaps in the up to date skills needed today versus existing skills of your employees?
What new tools and technologies can improve your organisation’s bottom line?
Can automation replace the jobs of your existing employees?
6. Align Business Outcomes with Individual Aspirations
The explosion of knowledge base increases challenges for training. Many organisations feel let down when the training doesn’t achieve the intended business objectives. A company needs to understand the critical goals and outcomes it is looking to achieve from the reskilling initiatives.
Organisations can zone into the right trainings that will be relevant to their business as well as advance employee skills. The right balance is the key. The reskilling trainings can have an implementation roadmap and associated business outcome plans to increase the effectiveness.
Other than the tangible and direct product or service benefits, organisations also benefit from increased retention and loyalty with learning programs for employees.
7. Measuring the Progress & Impact
The effectiveness of a training can be measured by its impact on the products or services that an organisation offers. The employee reskilling trainings could result in new developments for companies. It could offer potentially new ways of doing things better, by reducing say development time for building product features, it could lead to improved customer service scores etc.
The reskilling initiatives need to be evaluated for understanding how they can be improved further. It could make the company more resilient and agile. For e.g. companies that offer trainings but didn’t have an associated implementation plan found that trainings had negligible improvement in employee skills. But the trainings that were done with an associated implementation plan resulted in better outcomes.
The best companies regularly measure the impact of reskilling to iron out the gaps and improve the learning process. Employee reskilling is not only important to stay relevant, but also as a means to explore uncharted territories of opportunities for companies.