Unlocking and Developing Employee Skills
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The document discusses the importance of developing crucial skills in the workplace to address emerging skills gaps and changing job roles. It distinguishes between hard skills, which are teachable and measurable, and soft skills, often related to interpersonal abilities, emphasizing that both are essential for employee growth and organizational adaptation. Strategies for skill building include personalized learning pathways, mentoring, and promoting cross-team collaboration to enhance employee capabilities and internal mobility.
Unlocking and Developing Employee Skills
- 1. Crucial Employee Skills How to unlock and develop them in the workplace
- 2. Why do skills matter? Skills gaps are emerging at an even faster rate than ever before. Roles are evolving. New fields are emerging. Empowering internal mobility comes down to helping employees develop new and crucial skills.
- 3. Which skills matter? The skills that are important to develop are those that make up the crucial job roles in your organisation – existing or anticipated. Knowing what skills you need to develop is about knowing what skills are in demand amongst your workforce – because this creates desirable learning opportunities.
- 6. What are hard skills? • Teachable, quantifiable and measurable. • Often considered learned abilities, aka those that are repeatedly honed through practice and education. • Most are role specific, though there are increasingly more that are transferrable. • Examples: Coding, video editing, bookkeeping, SEO marketing.
- 7. What are soft skills? • Commonly known as people skills. • Can be considered the way you perform a hard skill. • Training for soft skills can help you more easily develop hard skills. • A growth mindset means people are more open to improvement. • Examples: teamwork, leadership, emotional intelligence, adaptability.
- 10. Attract high performers (And retain them). High performers are a valuable commodity in the labour market. The Great Resignation gave employees the power. They want to feel valued and that they are constantly learning and developing their skillset.
- 11. Match the pace of change 50% of all employees will need to be reskilled by 2025. While things like automation are driving many skills to expiration, they also lead to the creation of new ones.
- 12. Widen your candidate pool Workforce development should consider both the role and the potential of an individual to adapt, reskill and take on new responsibilities. Give employees room to develop the skills and proficiency needed to navigate sudden and ongoing change.
- 13. Less micromanaging Developing managerial skills means you can create the succession pipeline of your dreams. And developing employee capabilities means managers can do more strategising and less course correction.
- 14. Better, more agile performance Many employees may not go beyond their role description because they don’t know how. Reskilling helps employees practice capabilities that underpin internal mobility. Agile employees can respond to change with less stress and the same confidence and efficiency as usual.
- 16. Personalised Pathways Using technology like a learning management system (LMS) allows you to build pathways that map out the exact learning journey an individual personally needs to take.
- 17. Learning in the flow of work This gives employees access to short burst content through which they can learn something, apply it, and then go back to work.
- 18. Mentoring Mentoring utilises internal experts, provides clear channels for mission-critical knowledge and provides real-world context for formal L&D programs.
- 19. Cross-Team Collaboration Encouraging teams to work together more often brings together complementary skillsets and enhances what’s learned in an online class. This gives employees the ability to experientially develop a new skill.
- 20. You can learn more about this topic by checking out the full article: https://acornlms.com/enterprise-learning- management/skill