5 Strategies for Effective Corporate Upskilling & Reskilling Programs
Retraining means Retaining
In today’s rapidly changing job market, skills speak louder than resumes. It’s estimated half of all workers will need reskilling and upskilling by 2025. Companies feel more urgency — they estimate around 40 percent will require reskilling in six months. Ensure your workforce keeps pace with your ever-evolving needs with these five strategies:
1. Be Learning Native
Make learning a core value of your organization. Job descriptions aren’t static, neither should your employees’ skill sets be. Establishing a culture of professional growth attracts and retains agile candidates hungry for advancement. To build this culture, weave training into the workday. Offer mobile, microlearning rather than sporadic seminars. Whether at all-hands meetings or casual check-ins, learning should be a constant topic of conversation.
2. Set the Tone with Onboarding
Today’s workers expect on-the-job learning. Communicate that shared vision from day one with engaging, interactive onboarding. From onboarding to ongoing training, a learning management system with powerful content creation tools will boost employees' engagement and desire to learn. Train, — and retain — staff at scale with a one-stop learning hub.
3. Empower Employees with “Horizontal” Advancement
The corporate ladder is now the corporate lattice. Upskilling should offer horizontal advancement as well as vertical. The majority of candidates rank training as a top perk when evaluating a new job opportunity. Expose employees to different avenues for advancement — whether vertical or horizontal — by organizing corporate learning opportunities in one centralized place. Empower them with choice in their path, in whichever direction they are climbing.
4. Match with Mentors
Collaboration is at the heart of work. Learning should be too. Ensure your employees aren’t learning in a vacuum by matching them with a mentor (and not necessarily their manager). Mentorship programs — even remote ones — are highly sought after by today’s workers and improve retention and engagement. Offer frequent check-ins rather than annual reviews to assess progress and reinforce your corporate learning culture.
5. Partner with Universities
Learners of all ages need continual skill-building to navigate a modern workplace. Higher education institutions are expanding beyond the traditional four-year model and are attracting lifelong learners. From college-to-career pipelines and apprenticeship training or internship initiatives to c-level executives upskilling on the latest technology, university partnerships offer a promising return on investment.
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