Widening Skills Gaps Requires More Re-Skilling of Employees

Today, companies are battling against a tight labor market. Low unemployment – especially among technology professionals and other highly skilled segments of the workforce – makes it increasingly difficult for organizations to locate candidates who may be able to fill widening skill gaps. As a result, businesses can’t rely on hiring alone if they want to remain productive or access the skills necessary to implement emerging tech solutions.

Instead, companies need to consider an alternative approach to managing skill gaps. Re-skilling – also known as upskilling – allows employers to enhance the capabilities of their teams by providing them with access to training in critical areas. Without re-skilling, a business may struggle to find a professional with the right skill set. This could lead to productivity dips or project delays, both of which harm the bottom line.

Luckily, re-skilling is a fairly straightforward concept. If you want to elevate the capabilities of your employees, here’s what you need to do to embrace this training trend.

Identify Existing Skill Gaps

Since re-skilling is usually focused on filling skill gaps, your first step is to identify any gaps that are hindering productivity or holding back projects. Review your employees’ existing skill sets to determine what competencies are missing. Then, prioritize the skills that are needed but not currently available or those that are functionally prerequisites to others. That way, you have a priority list to work from as you proceed.

Design Your Training

Once you determine which skill gaps are priorities, you can design a training program that covers those competencies. Work with your learning and development (L&D) team to divide the skill into logical segments, ideally using the micro-learning approach and focusing on aspects that can be used immediately. The goal is to make the training highly digestible and convenient, as this enhances knowledge retention and bolsters engagement.

Select Your Top Performers

After designing the training program, you need to select the right employees. Focus on top performers who already have strong foundational skills that relate to the new competency area. Often, these are the workers who are most likely to excel quickly once they acquire a new skill. Plus, they may be able to assist other team members once they complete the learning modules, allowing them to guide others while they simultaneously hone their skills.

Ultimately, re-skilling is going to be critical not just today, but well into the future, too. By using the above approach, you can make sure your company remains competitive over the long-term.

Do You Need L&D Experts That Can Help You Create Training for Re-Skilling?

At Clarity Consultants, we have over a quarter-century of experience in the L&D field. By working with Clarity, you get access to the expertise you require to locate the skilled L&D professionals your company needs to thrive. If you are looking for L&D professionals who can help you develop solutions for re-skilling your staff, the team at Clarity Consulting can make the process of locating your perfect candidates as easy as possible. Contact us to find out more about our comprehensive services, and see how our L&D expertise can benefit you.

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For over 30 years, we’ve managed projects touching every element of learning and talent development.