Recent figures from Jobs and Skills Australia, reveal that 36% of occupations experienced worker shortages over the past year, up from 31% in 2022 and 19% in 2021.With shortage rates on the rise, it’s clear that having an edge in modern business is not as simple as having the best technology or impressive innovations. The bedrock of business success is having a competent team who can unleash the full potential of your organisation. For employers today, the pressing issue is closing the distinct gap that lies between the employees of the present and the workforce of the future. The solution lies in upskilling their employees. Robert Half research* has shown that within the last six months, employees are yearning for development. During this time, employees have asked the following of their employers: 49% want to be upskilled to develop new competencies within their current position. And, 47% want to have opportunities to reskill to perform new roles or responsibilities within the organisation.As this blog will explore, a considered approach to employee upskilling not only bridges the skills gap and improves business outcomes, it boosts employee retention, which in this market is simply priceless!Related: Why is there a skills shortage in Australia, and what can be done about it?Upskilling definedStuck on how to upskill your team? Let’s begin by taking a deeper look into the concept itself. Put simply, upskilling is the process of equipping your employees with the tools and resources to further their careers and develop personally and professionally. Upskilling is essential in future-proofing your team. It makes them more capable and more valuable, generating a more diverse skillset within your workforce. By creating a culture of consistent improvement and continual development, you can safeguard your business from the company-wide skills gaps that are sure to stifle performance, productivity and profit. Make no mistake, this valuable investment doesn’t have to be costly. A strategic upskilling effort will help to enrich the employee experience and boost tenure within the team. These efforts will actually help to streamline cost efficiencies by mitigating the costs that come with training new employees from scratch. Related: Re-recruit your employees: 5 tips to keep your staff engaged in a skills short marketHow to upskill your teamNicole Gorton, director at Robert Half and workplace expert, says, “If you’re looking at how to upskill your team, be sure to take a holistic approach that combines thorough assessment with tailored action.” She says, “in my experience, the companies who yield the best results are those that take the time to design thoughtful strategies that empower their teams to stay competitive, adaptable, and motivated in the ever-evolving professional landscape.”If you’re looking to upskill your team, look no further than our tried and tested 5 steps:1. Conduct a skills assessment Before you look at the mechanics of how to upskill your team, it’s important that you take the time to identify the skills that will propel your business into the future. Analyse the situation and instigate dialogue with key stakeholders to define current skills gaps and future growth opportunities. Every situation and every organisation is unique. While one workforce may be lacking a specific technical skill, another may require more focus on building soft skills around communication or teamwork. Whatever the circumstances may be, take the time to be critical and honest about where your weaknesses lie. Once you have an understanding of the desired skills and competencies, be sure to specify the expected standards of each. This will allow you to determine how much training and development is required. 2. Set clear goalsOnce you have gauged the existing shortage of skills, use your insights to inspire a plan of action.If you want to stay ahead of the curve, you need to set clear goals that give you and your employees something to work toward. As an example, you might set a goal of increasing the company’s retention rate by 55%. This kind of measurable objective provides a clear baseline of comparison when it comes to reviewing your initiatives. On the other hand, non-numerical objectives can be equally helpful. For example, you might set the objective of enhancing customer experience – this helps to illustrate the organisation’s values while motivating the team to work together to honour the wider goals. Actively embrace your workforce in this process and encourage self-assessment. Initiatives like Personal Development Plans provide a great framework for employees to share their own perceived skills and knowledge gaps, as well as personal goals. This form of self-assessment is invaluable for you as the employer. Not only does it form the basis of an actionable plan, it also keeps employees accountable for the gaps and opportunities they identify. Lastly, it helps you to identify common gaps and goals so that you can figure out how to upskill your team in a way that meets their needs and yours. 3. Tailor training programs accordinglyWith gaps and goals front of mind, you can start developing comprehensive training programs that align with the true needs of your employees and your organisation. These programs should encompass learning material that directly relates to the skills, knowledge, and culture you are aiming to cultivate. Whether you are designing the programs entirely in house or, engaging private training providers, be open and honest about the objectives of your upskilling programs. Explore opportunities around interactive workshops, seminars, and online courses that can help your team excel in their roles. Personalisation is key - take the time to really consider which delivery model/s will align with the cognitive and developmental capacities of your employees. While internal programs can be highly effective, it pays to explore external opportunities as well. While budgets may not allow for multiple team members to enrol in a formal educational course, be agile when it comes to investing. Consider training one or two employees as a starting point and build a platform for shared learning. Support the upskilled team members in becoming educational leaders who can share their knowledge with the wider team in ‘bite-sized’ formats. Nicole says, “don’t discount the value of your pre-existing business knowledge – utilise your top performers who embody the skills or knowledge that you wish to perpetuate on a wider scale.”4. Offer hands-on learning opportunitiesWhen deciding how to upskill your team, it’s important to note that traditional learning methods play a prominent role in the process. That said, hands-on learning opportunities can offer a dynamic and immersive approach to upskilling your workforce. Providing an infrastructure that’s conducive to learning and collaborating, upskilling and reskilling, is critical to empowering employees. A collaborative learning ecosystem helps to encourage your employees to take ownership of their professional development. It makes a profound statement that an employee’s purpose is not simply to occupy a role, but to learn and grow within the role and beyond. Below are some effective ways to leverage the power of hands-on learning to drive professional development and company growth:Secondments and rotations – offering these kinds of new challenges helps to stimulate and engage employees in cross-departmental experiences. Their interactions with different teams and business functions offers new experiences, connections and insights. Immersive workshops – interactive training allows employees to explore the practical, real-life scenarios that they might encounter in their roles. Collaborative problem-solving actives or interactive simulations can help to foster skill development, while cultivating a sense of teamwork and camaraderie among employees.Project-based learning initiatives – the opportunity for employees to apply their skills and knowledge to real organisational projects is invaluable. This hands-on experience facilitates skill development, while encouraging problem solving, adaptability and innovative thinking within the organisation. Tech-based simulations – interactive learning platforms and tech-based simulations can provide a controlled setting for employees to refine their technical skills. Things like virtual reality simulation, gamified training modules, and online collaborative platforms, can help to facilitate learning and skill acquisition in a risk-free environment. Mentoring and coaching programs – employees have much to gain from the experienced professionals within your organisation. Mentoring and coaching programs provide a framework for seasoned professionals to work with junior employees to provide personalised guidance, support and practical insights. Regular one-on-one sessions can help to promote skill development, boost confidence and nurture personal growth, so that employees can expand their skill set and navigate their career paths effectively. Don’t discount the value of ‘reverse-mentorship’ – allow younger employees to hone their own teaching skills by training senior employees on topics such as emerging digital skills.Related: What are the benefits of hiring retired employees?5. Measure return on investment (ROI)When planning how to upskill your team, know that the process is only as good as the results. Like any business initiative, understanding and measuring the ROI is crucial. Assessing the effectiveness of your programs is a fundamental factor for gaining insights that can inform decision making, drive efficiency and foster a culture of continuous improvement. Measuring ROI is particularly critical because: It confirms whether investment aligns with wider objectives, and whether continued investment will directly contribute to the overall success and sustainability of the business. It helps to justify resource allocation so that organisations can optimise their training budgets and channel resources to initiatives that yield the best results.It demonstrates the tangible value of investing in employee learning and development. Positive impacts around job satisfaction and retention rates can help to retain skilled employees and attract top talent. It aids in identifying existing skills gaps and opportunities for further training. It fosters a culture of continuous improvement and innovation within the organisation through a commitment to reviewing and refining. It can’t be disputed that the modern landscape of business is rapidly evolving. The transformative power of employee upskilling has been shown to give employers (and employees) the competitive edge they need to adapt to these ever-evolving conditions. With a considered approach to employee upskilling, employers can foster a culture of growth and innovation, paving the way for enhanced productivity, greater employee satisfaction and retention and ultimately, enduring business success.If you’re still looking for your next ideal candidate in Australia, our experienced team of talent specialists can help.If you’re seeking advice on any workplace issues within your business, our experienced team of management specialists can help.Find out how much you should be earning (and paying) in Robert Half’s Salary Guide *The study is developed by Robert Half and was conducted online in June 2023 by an independent research company, surveying 300 hiring managers, including 100 CFOs and 100 CIOs, from companies across Australia. This survey is part of the international workplace survey, a questionnaire about job trends, talent management, and trends in the workplace.
