Challenges Of Upskilling And Reskilling and How Can Organizations Tackle It?

We live and work in a huge paradigm shift. The COVID-19 pandemic divides the global economy into "before" and "after". Before and after standardization of remote work. Many companies need a complete transformation before and after. Become a thing before and after Zoom Fatigue.

In response to these changes, companies and individuals have turned to train. A recent TalentLMS survey on skills training and upgrades revealed that, impressively, 42% of companies stepped up their skills upgrades and upgrades after the coronavirus outbreak. At the same time, 42% of employees participated in the training themselves.

Why Are So Many Training Programs Now?

Looking back to the TalentLMS survey, a pattern starts becoming clear: It’s the COVID-induced uncertainty and instability that training hopes to vaccinate employees against—forgive the pun. Among the top reasons why managers felt the need to upskill or reskill their employees are “to handle changes within the organization” (68%) and “to train employees on new technologies” (65%).

Increase and killing training is not useful within this context and is almost essential. The difference between employees is the learning difference of how to deal with stress and new environments. The difference between the main successes or the same company that won the same company continues.

But with what precision? Let's see some of some unique challenges that companies are now oriented:

1. The increase in stress level:

This year is difficult for everyone, but some people are experiencing the level of every day at work. Small business owners are one of these groups (according to Gallup article), as well as the owners of commercial women. Other groups are people with mental health problems. People who are calling to work from home while their children are back home. And people of an abusive relationship at home.

And then there is stress that comes from all the unexpected changes that will be a business for Covid19. Employees feel uncertain about whether they will change or scold if they will change if they change or your company will continue to operate.

Labor stress makes up many levels of high level and many people have become embarrassing and panic attacks. You need to feel your employee safely than ever.

2. Maintaining a good corporate culture, even over long distances:

COVID-19 has not only affected the way companies sell their products (or the types of products they sell). It also affects the way companies present themselves to employees and to the world.

Companies like Twitter and Square plan to allow their employees to continue working remotely forever. Additionally, 66% of founders are reconsidering their investment in office space.

The culture of the company is its set of values. In theory, these values ​​should not be affected by whether your company has physical space. However, in practice, things are not so simple.

When each of them is currently working in their own private space, how do you keep your employees excited, motivated, and willing to be your best ambassadors? Without things like discussions about drinking fountains, lunch breaks, and company events, how can you keep your company culture flourishing?

In short, you evolve.

3. New technologies emerge in an endless stream:

New technologies will always appear. This is especially true today, with many startups entering the scene to provide solutions to the problems caused by the pandemic. Similarly, companies are forced to transition to digital services (eg e-commerce) to provide services to their customers.

While this is good news, technology can also be an additional source of stress for employees who often must interact with new products and software.

So How Can Organizations Tackle The Issues Above?

1. Provide comprehensive transparency and training:

Companies must help employees manage all of these changes remotely. Therefore, transparency is the key. Periodically update the company's development direction. Call everyone on the Zoom phone and inform them of your plan. Provide regular open question and answer sessions for all who have questions.

In addition to transparency, continuous training must be provided. According to the TalentLMS survey, 91% of companies and 81% of employees said that further training/retraining has improved work efficiency. Why? Improving employee skills will not only make them feel that they can cope with the changes caused by COVID, it will also make them feel that they are still an important part of the company's future.

2. Promote continuous communication and socialization:

Now more than ever, the cultivation of a sense of community and shared vision will have a significant impact on employee productivity and retention. But the community doesn't have to be fixated on the physical world to have an impact.

Be sure to create (and promote the use of) online spaces for your employees to connect. For example, you can dedicate a specific Slack channel or a Basecamp campfire to non-work-related matters. The goal is to maintain continuous communication and socialization.

After all, you want your employees to be practical and emotionally consistent. This is how you keep your company culture thriving.

3. Offer upskilling/reskilling training

The joy of learning new things that can be brought to a person should not be underestimated. According to the TalentLMS survey, 66% of employees cite the joy of learning new things and developing new skills as their main motivation to improve their skills. Another 80% said that skill upgrade/re-skill training increased their confidence.

Improving employee skills is not just a strategic decision to maintain the competitive advantage of employees. In these times of great uncertainty, this is one way to provide them with certainty and a sense of security.

While updating or retraining current employees may not meet all of your company's hiring needs, these efforts can help you maximize the resources you already have. Investing in employee skills and knowledge also helps build a positive corporate culture that can reduce churn. It will also allow your company to build its reputation as a place where people can advance their careers and participate in meaningful professional development.


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