{"id":61288,"date":"2020-07-21T22:47:27","date_gmt":"2020-07-21T22:47:27","guid":{"rendered":"https:\/\/explore.local\/2020\/07\/21\/3-common-upskilling-fails-and-how-to-avoid-them\/"},"modified":"2025-04-04T19:38:23","modified_gmt":"2025-04-04T19:38:23","slug":"3-common-upskilling-fails-and-how-to-avoid-them","status":"publish","type":"post","link":"https:\/\/degreed.com\/experience\/fr\/blog\/3-common-upskilling-fails-and-how-to-avoid-them\/","title":{"rendered":"3 Common Upskilling Fails and How to Avoid Them"},"content":{"rendered":"\n

Perhaps you\u2019re on a mission to boost employee engagement. Maybe you\u2019re trying to supercharge your company culture. Maybe you\u2019re embracing new technologies, evolving your business strategy with new product innovations, or reacting to the unprecedented HR challenges brought on by COVID-19.<\/p>\n\n\n\n

For these reasons and more, you\u2019re looking to put an upskilling<\/a> structure into place at your organization. Like so many other business leaders and talent professionals, you realize that the people at your organization need to build new skills to prepare for the future to stay competitive.<\/p>\n\n\n\n

That’s a good first step. Now take a deep breath. Okay, maybe you should sit down. Whatever you do, don\u2019t stop reading, because we\u2019re going to share some guidance here that could save you a lot of time, prevent you from wasting money and resources, and ward off some serious headaches.<\/p>\n\n\n\n

Let\u2019s talk about the ways your upskilling initiative can go awry. There are three key reasons, and each of them are avoidable.<\/p>\n\n\n\n

\"Here's<\/figure>\n\n\n\n

Fail No. 1: Misunderstanding What You\u2019ve Got<\/h2>\n\n\n\n

In her new guide 7 Steps for Upskilling Your Workforce<\/a>, <\/em>Degreed CLO Kelly Palmer calls upskilling the greatest talent challenge of our time.<\/p>\n\n\n\n

\u201cTo meet this challenge, companies need to continually upskill their people,\u201d Palmer says. \u201cThat means investing in all types of learning, identifying and filling skill gaps, and keeping people employable.\u201d<\/p>\n\n\n\n

To do these things, you need to establish a firm baseline of your organization\u2019s current capabilities in the critical skills you want to build. Establishing a skills baseline is a big step described early in Palmer\u2019s framework. <\/p>\n\n\n\n

\u201cIt\u2019s a common mistake to skip this step,\u201d Palmer notes and rightly so. Because failing to get it right can pretty much unravel your entire upskilling program.<\/p>\n\n\n\n

Without a good baseline, you\u2019ll never fully understand or quantify your organization\u2019s existing skill gaps. You\u2019ll also lack the appropriate metrics to help you measure progress in meaningful ways. By establishing a baseline, you\u2019ll have a better understanding of your starting point to accurately share your successes with employees, peers, and executives at your company.<\/p>\n\n\n\n

There are a number of ways you can gather data on your people\u2019s skills and abilities, varying by the tools you may have access to or the size of your company. For more on this step, download the full guide<\/a>. <\/p>\n\n\n\n

Fail No. 2: Boring Learning <\/h2>\n\n\n\n

In another key step, Palmer describes how to \u201cmap learning to skills.\u201d It\u2019s the process of creating learning experiences that bring your upskilling strategy to life.<\/p>\n\n\n\n

\u201cYou\u2019ve set your upskilling goals,\u201d Palmer says. \u201cNow it\u2019s time to figure out the best ways to achieve them.\u201d<\/p>\n\n\n\n

For many talent leaders, this step is all about the uplifting stuff that drew them into learning and development in the first place \u2014 things like curating content, creating training, furthering company goals, and inspiring people to grow and advance their careers.<\/p>\n\n\n\n

But without proper data and opportunities, that learning can fall flat. And that can cause your upskilling initiative to come crashing down.<\/p>\n\n\n\n

You can sidestep this learning program pitfall by ensuring that the instructional opportunities you offer employees are personalized and engaging. <\/p>\n\n\n\n

Advanced upskilling strategies include engaging learning experiences that help people build skills through practice<\/a>, feedback, and reflection. The most successful companies realize that learning should be blended, more personalized, and that they should invest in employees regardless of how long those workers plan to stay with the organization \u2014 whether that\u2019s one year, five years, or ten. In exchange, they get employees who are excited to learn new skills, grow their careers inside the company, and give 110%.<\/p>\n\n\n\n

Fail No. 3: Weak Career Opportunities<\/h2>\n\n\n\n

You can nail your baseline and create the most dynamic learning experiences ever. But if employees don\u2019t have a chance to apply their new skills to a real project, many are going to wind up feeling stuck in their old roles and lose motivation. Others will be headed for the door, ready to use their newfound capabilities elsewhere. Either way, you won\u2019t be helping your company further its goals. <\/p>\n\n\n\n

Offer your people real opportunities by matching them with stretch assignments or internal projects that help advance their careers.<\/p>\n\n\n\n

\u201cThis is about creating a dynamic career marketplace that connects employees with new projects, stretch assignments, or even jobs and helps increase internal mobility<\/a>,\u201d Palmer says. \u201cLet\u2019s say an employee who\u2019s learning<\/a> data science skills sees an internal project posted that lists data science as a critical skill that\u2019s needed. The employee can inquire or apply and then use his or her new skills to grow even further. At the same time, the manager or team lead gets a motivated, internal candidate.\u201d<\/p>\n\n\n\n

For the Win: Dedication, Passion, Momentum<\/strong><\/h2>\n\n\n\n

The big takeaway here is that your upskilling program deserves your full attention, every step of the way.<\/p>\n\n\n\n

Acknowledge the details that will help make your upskilling initiative extraordinary. Begin with a thorough assessment<\/a> of existing capabilities at your organization so you can move forward with the full benefit of a sound skills baseline.<\/p>\n\n\n\n

Embrace blended learning methodologies with <\/strong>passion and enthusiasm that make learning contagious. <\/p>\n\n\n\n

And don\u2019t stop there. Once your people have new skills, keep that positive momentum <\/strong>going and give them ways to use what they\u2019ve learned. You and your organization will be rewarded with their hard work and dedication.<\/p>\n\n\n\n

\u201cWe can\u2019t predict the future or every impending challenge,\u201d Palmer says. \u201cAnd while it\u2019s too big of a stretch to identify or begin building all the skills we\u2019ll need in the next decade, we can prepare for the next one to three years \u2014 by meeting the next big business need or industry disruption head-on with a thoughtful upskilling strategy. Upskilling doesn\u2019t have to be overly complicated. . . Take it step by step.\u201d<\/p>\n\n\n\n

\"Upskilling<\/figure>\n\n\n\n

Taking It Step by Step<\/strong><\/h2>\n\n\n\n

In the full Upskilling Guide<\/a>, you’ll learn how to execute each of these seven steps:<\/p>\n\n\n\n

  1. Identify future skills<\/strong>. These are the critical capabilities your workers will need in the next one to three years.<\/li>
  2. Assess skills<\/strong>. Find a baseline you can use to set upskilling goals and measure progress in meaningful ways.<\/li>
  3. Set upskilling goals<\/strong>. Fill skill gaps within your organization.<\/li>
  4. Map learning to skills<\/strong>. Figure out the best learning methods for your organization \u2014 online, team-based, peer-to-peer, or on-the-job.<\/li>
  5. Measure skills progress<\/strong>. Create an effective dashboard to continually track progress.<\/li>
  6. Match skills to opportunities<\/strong>. Connect employees with new projects, stretch assignments, or even jobs through a dynamic career marketplace.<\/li>
  7. Communicate metrics of success.<\/strong> These are the positive results that are particularly relevant to your business priorities and important to senior leaders.<\/li><\/ol>\n\n\n\n

    In addition, you\u2019ll see how Degreed is using this same framework to implement an upskilling strategy for our own employees.<\/p>\n\n\n\n

    \"\"<\/a><\/figure>\n\n\n\n

    As always, we\u2019re here to help you with your upskilling journey. If you have any questions that aren\u2019t answered by our new guide or want to discuss upskilling in more detail, reach out to a Degreed representative today<\/a>.
    <\/p>\n","protected":false},"excerpt":{"rendered":"

    Perhaps you\u2019re on a mission to boost employee engagement. Maybe you\u2019re trying to supercharge your company culture. Maybe you\u2019re embracing new technologies, evolving your business strategy with new product innovations, or reacting to the unprecedented HR challenges brought on by COVID-19. 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