Upskilling: What is Upskilling, and Can You Try It?

Are you looking to learn additional skills that could make you stand out more in the workplace or to potential future employers? It’s time to learn about upskilling…

For those looking to improve their career prospects – for both employers and employees – upskilling is the perfect way to increase your career longevity and workplace satisfaction. In this article, you will learn how to develop new skills and knowledge insights bespoke for your role in the workplace, otherwise known as upskilling. We will discuss effective strategies for personal and organisational growth, as well as the benefits of continuous learning, and practical steps to implement upskilling in your daily work life.

Key Points:

What is Upskilling and Why Is It Important?

Upskilling has surged in popularity in the workplace, which involves current employees acquiring new skills, enabling them to improve their effectiveness within their specific roles so that they are prepared for future challenges. Employers and employees can both use upskilling to explore new avenues and career prospects to bring further value to the workplace.

As the business grows, whether this be because of technological advancements or changing market demands, upskilling is a valuable asset for continuous growth and adaptation.

The Importance of Continuous Learning with Upskilling

Continuous learning through upskilling may be the strategy that you need as an employer in order to bring greater personal and organisational development in the workplace. By embracing upskill training methods such as online learning courses, mentorships, microlearning, and lunch-and-learn sessions, employees can continually expand their knowledge base. 

In a time where digital technologies are continuously redefining job aspects, especially upskilling, this provides employees with the tools to stay relevant and competitive.

Implementing upskilling in the workplace can take various forms, from virtual learning environments to hands-on training sessions. Employers can offer skill improvement courses and certifications that are relevant to the evolving needs of the business and the personal aspirations of the employees. For instance, mentoring and shadowing programs put together both less experienced workers with experts to promote practical learning, while microlearning breaks down complex training into manageable, engaging sessions that fit into the employee’s daily routine.

Why Upskilling Matters for Employers and Employees

Upskilling is essential for both personal and corporate growth. 

For employers, it is an effective strategy to fulfill emerging roles internally, as well as maintain a competitive edge, and reduce the costs associated with having to hire new people instead. 

For employees, upskilling can help with job security, increasing job satisfaction, and unlocking new career opportunities. By investing in upskill programs, companies not only aid their workforce’s capabilities but also signal to their employees that they are valued and integral to the company’s future.

Benefits of Upskilling

The advantages of upskilling include:

• Boosting Productivity: Investing in upskilling helps employees master the tools and technologies critical to their roles. As they become more proficient, their productivity naturally increases too. This improvement can drastically improve the quality of work, as employees are better equipped to handle complex tasks. 
• Improving Customer Satisfaction: Well-trained employees are more adept at solving problems, leading to better customer service and satisfaction. Upskilling also allows employees to handle customer queries with more expertise and creativity.
• Strengthening Company Reputation: An organisation that invests in its employees’ growth through upskilling is often viewed as a desirable place to work. This reputation makes it easier to attract top talent who are seeking employers that value professional development. Furthermore, a company known for its commitment to employee growth is likely to be seen as a leader in its industry.
• Creating a Versatile Workforce: Training employees, not just for their current roles but also for future opportunities, might require a more flexible and adaptable workforce. This flexibility is increasingly important in today’s dynamic work environments where employees may need to shift roles or take on new responsibilities entirely.

What Are The Risks of Upskilling?

It’s important to be aware of the risks that come with upskilling, and how you can avoid them in case it causes conflict in the workplace:

• Outdated Training Methods: Relying solely on traditional lectures can diminish engagement. Modern learning management systems (LMS) should be used to deliver interactive, convenient, and relevant content.
• Episodic Training: Upskilling should be continuous and progressive, not a one-time event. Regular updates, practice opportunities, and ongoing learning paths can help employees to integrate new skills effectively.
• Generic Programs: Avoid a one-size-fits-all approach by tailoring training to individual career paths and goals, maintaining relevance and effectiveness.

How To Develop An Upskill Strategy

As an employer, here is how you can easily implement an upskill strategy in the workplace:

1. Identify Skills Gaps

The first step in crafting an upskilling strategy is to identify the skills gaps within the workplace. For example, the employee could be lacking in creativity skills, especially if they are allocated a role that requires more creative thinking. The same can be said if they all need to work consecutively as a team, and some of them need to work on their communication methods. Understanding where your team currently stands and where the industry is headed allows you to advance educational initiatives correctly and boost their employability. 

This process ensures that your upskilling efforts directly improve your workforce’s capabilities in areas that matter most, preparing them for both present responsibilities and future roles.

2. Assess the Impact of Upskilling

It’s crucial to evaluate both the immediate and long-term effects of upskilling. While it might be tempting to adopt the latest tools and technologies, consider their relevance and utility over time. Focus on strengthening core competencies that provide enduring benefits and keep up to date with industry trends to stay ahead of your competitors.

3. Creating Training Programs

After pinpointing skills that are lacking amongst the workplace, the next step is to design and select appropriate training programs. 

Decisions made in this phase should reflect the unique needs of your company and its employees. Consider the format and delivery of the training schemes —whether it be group sessions, one-on-one coaching, in-house training, or external courses. 

The choice between digital platforms, such as online courses, and traditional educational methods depends on what aligns best with your operational goals and your employees’ learning styles.

4. Personalising Upskilling Paths

A one-size-fits-all approach doesn’t work for upskilling.

Individual career aspirations and job requirements vary significantly, requiring personalised upskilling plans. To do this, engage with the employees to understand their personal and professional growth objectives and tailor the training accordingly. 

Frequent discussions led by management can help align individual learning paths with the organisation’s strategic needs, ensuring that each employee not only acquires relevant skills but is also motivated and invested in their own development.

5. Retaining Employee Engagement

To maximise participation in upskilling programs, companies might consider implementing financial incentives. Offering educational rebates, increased training budgets, or grants for attending workshops and conferences can significantly boost employee motivation. 

When employees see the rewards that they have reaped from their learning efforts, they are more likely to engage in upskilling opportunities, therefore benefitting both their personal growth as well as for the business. 

What Is The Difference Between Upskilling and Reskilling?

Upskilling and reskilling are both crucial for workforce development, but they also serve different purposes.

Upskilling focuses more on improving existing skills to help employees perform better in their current roles or prepare for further progression within their career paths, therefore adopting a linear focus. For example, a software developer learning advanced coding techniques to handle more complex projects is an upskilling effort. 

Reskilling, however, can sometimes be non-linear, as it focuses more on equipping employees with entirely new skills that are often unrelated to their current roles. This strategy is about lateral movement in a career, allowing for a shift to a completely different job function within or outside the current organisation. For instance, a salesperson may undergo reskilling to move into a digital marketing role, involving training in areas such as SEO, content marketing, and social media strategies.

Adopt Upskilling Strategies In The Workplace

In conclusion, upskilling is an indispensable strategy for bringing a dynamic and adaptable approach in the workforce. To summarise what has been discussed, upskilling can be integrated to improve current employee competencies by preparing them for further development, while reskilling equips them for new roles, ensuring flexibility in career transitions. With the integration of AI, these processes become more efficient and targeted, enabling businesses to effectively close skill gaps and maintain competitiveness. 

FAQs

Sources

Bhuiya, C., (2020) The Skills Gap is Real: 8 Skills You Didn’t Know You Needed. Go Skills. [online] Available at: https://www.goskills.com/Soft-Skills/Resources/Skills-gap [accessed 07/03/2025]