5 Tips to Enhance Your Skilling And Training Programs

Employees stay longer at companies that prioritize learning and development

It’s safe to say that over the past year, the workplace has changed in response to the pandemic in ways both unexpected and inevitable. Many industries did not expect to move their workforce to a remote operating model, especially in a rapid fashion. And yet, many organizations are finding efficiencies, cost savings, and increased levels of employee engagement in remote work. Chalk that up in the “unexpected” category.   

 

As for the inevitable, there are a few constants we can always count on: the need to attract, retain, and engage employees. New hires continue to be drawn to companies willing to invest in their professional development while existing employees reportedly stay longer at companies that prioritize learning and development.

Here are five tips for enhancing your training and skilling programs for new hires and industry veterans in your company.

As we settle into this new way of working – whether it’s fully remote or a hybrid – there are new skills, strategies, and tactics your team must learn to adapt and thrive. The challenge for many organizations that are used to providing training in person is how to develop engaging training programs that can be delivered virtually. Zoom fatigue is real, so you must adapt your training programs to fit not only remote technology but also a remote worker’s mindset.

Keep the course content focused, provide self-paced and live training options whenever possible, and provide your employees the opportunity to demonstrate proficiency through a short exam or by applying their training directly to a project they’re working on. Motivate them to continue learning by recommending the next training module and connect how it might enhance their abilities on the job.  

In-demand skills have significantly changed over the past two years. For example, according to CompTIA’s Emerging Technology List, the most valuable tech skills right now are in AI, IoT, 5G, and serverless computing. And according to Emsi, some of the most in-demand skills by employers are those referred to as human skills – think leadership, innovation, and problem-solving.
 
Keep an eye on emerging, in-demand skills and cross-reference them with the needs of your organization. Providing the right training programs and pointing to certifications that teach these skills will position you as an employer that not only invests in, but also deploys its workforce efficiently.

Offering a verified digital credential as recognition for your training provides employees with a valuable asset they can apply toward their future career goals – whether that be within their current role or to advance into something new. And every time your employees share your digital credential with their professional networks, it builds valuable, organic brand awareness for your company. Your digital credentials signal to employees, customers, and other stakeholders that your organization is developing a digital transformation based on a people-first approach.
 
In addition to the employee benefits, a digital-credential-based training program can also provide you with valuable data about the skills of your workforce. Analyze the data to better understand what your workforce knows, where there are skill gaps, and what opportunities there are for training. Use that information to build project teams, make hiring decisions, and more.

Verified skills and credentials fuel an organization, but the language used to describe those skills can vary across departments. That’s not just confusing – it can be detrimental to the success of your employees and ultimately your organization. Digital credentials act as the source of truth when it comes to creating a common language framework for skills. That’s important because, for example, it helps hiring managers across the organization understand that a customer success manager in one department has the same core skills as a customer success manager in another department.
 
A common skills language ensures a level playing field for new hires and existing employees and allows you to connect the right talent to the right opportunities.

Individuals with industry certifications report being among the happiest members of the workforce. They also have far higher retention rates. Invest in those employees who are investing in themselves by guiding them toward their next professional opportunity. Certifications provide trusted signals that someone trained or assessed in one area can likely transition to another.
 
Use all the information available to you – certifications, digital credentials, on-the-job experience – so you can make talent decisions that benefit your employees and your organization.
 
Building an agile, responsive workforce is top of mind for every organization, and it all starts with knowing which skills your employees need, which they have, and how to make the most of them. These five tips will strengthen your skilling and training programs for the future.