Prepare for the future of work with agility and flexibility
The workplace landscape has undergone a significant transformation over the past two years, due to a global pandemic. Remote and distributed work environments, changing business and operational needs, and emerging technologies have played a key role in disrupting traditional systems.
Therefore, organizations need to retain and develop talent for business continuity and the long-term vision for growth. One of the most sustainable ways to achieve this is to develop and retrain talent within the workforce to prepare for diverse business needs. Employee mobility within an organization can help save time, effort and resources for companies and leaders.
However, for employee mobility between different functions, closing skills gaps is an important measure of success. Done strategically, this can actually help retain talent within the organization, while training employees to become more agile and equipped to drive better business results.
Organizations today need to focus on an approach to employee development that can meet the demands of dynamically changing jobs and also the potential for people to reinvent themselves.
To do this, organizations must carry out a strategic reflection aimed at strengthening organizational agility in the short and long term by reskilling, offering new opportunities and developing talent from within.
Sunette CarrollCustomer Success Manager for Udemy Business, hosted a masterclass to highlight how organizations can focus on reskilling their talent through employee skills development and strategic learning programs to build a workforce agile work focused on excellence.
Coping with change
Reinventing professional roles is a constant process today due to changing technologies, geopolitical shifts, and economic ups and downs. Many companies are rethinking their talent management strategies, realigning their values and employee engagement strategies. “According to a study conducted by a global consulting firm, only one in six employees feel connected to their organization, even if they are based in an office space,” said Sunette. The same study also indicates that only one in four people believe that their leaders communicate regularly and that equal engagement is often lacking in the workplace. “Organizations are increasingly thinking about how they want to fix and support hybrid work environments,” She adds.
Smart organizations lean into research and data to forge relationships that can create both personal and business value and impact. When companies put this at the heart of employee experiences and their culture and development programs, people and the company benefit significantly. Interestingly enough, revenues are increasing. “Research also indicates that hybrid workspaces explain 60% of the reasons people intend to stay with an organization and 30% of workers are more likely to experience a deeper level of trust in their peers and also to their leaders, when organizations invest in their well-being,” said Sunette.
The pillars of success: Power and technicality
According to Udemy 2022 Workplace Learning Trends Reportpost-pandemic organizations strive to build diverse teams, as this also equates to higher profit margins for organizations. “As organizations build diverse teams to fuel creativity, they also hold the workforce accountable for goals such as strategic planning, problem solving, and coaching. We have seen a rise in these required skills among managers,” said Sunette.
Organizations are also hyper-focused on developing current employees, especially for technical roles, investing in upskilling and providing opportunities for growth both professionally and personally. “Organizations are trying to turn the big quit into the big retention through the reskilling process,” adds Sunette.
According to research, retention increases by up to 50% for companies that have a strong culture of learning early in the employee lifecycle. Coupled with this is an effective onboarding experience cycle that can reduce the time an employee takes to become a full contributor. It also dramatically increases the time an employee stays in the organization.
Important power skills in demand in the new normal are leadership abilities that are fueled by transparency, empathy, reliability, company culture and teamwork, especially in remote or hybrids to help a dispersed workforce come together.
Agility is key because when things change quickly and market conditions change, coping mechanisms are in place. Powerful skills such as assertiveness, communication, business writing, and negotiation skills are also in demand. For risk mitigation, on-demand learning where organizations can empower their workforce through learning experiences are also the need of the hour for business continuity, says Sunette.
Course consumption in India over the last quarter has focused on technical skills related to computer programming, web test automation, electronics and cloud monitoring. This is combined with cybersecurity where demand exceeds supply, says Sunette. “For organizations that are hyper-focused on security and struggling to find talent in the market, reskilling is an opportunity to develop talent within organizations,” She adds.
Data science and data engineering skills are other important areas of focus that have emerged over the past two years to make data-driven business decisions, followed by coding so that technical workers have an understanding basic software development principles and can broaden their horizons, says Sunette.