The changing technological landscape around the world has transformed role requirements across organizations. The advancement of machine learning (ML), artificial intelligence (AI), and automation has brought along a wave of changes in the way organizations function on a day-to-day basis.

The digital transformation taking place in various geographies has made it very important for the workforce to adapt to the change. As per a recent jobs report by the World Economic Forum, it is expected that 84% of employers will digitize working processes at a rapid pace, which will include a gradual expansion of remote working. As a result, upskilling has become a necessity for employees and employers alike.

Employers cannot expect their workforce to adapt to this digital transformation overnight and start delivering results the next morning. Companies across the board realize this challenge and are willing to follow a logical approach toward training and upskilling their employees.

As organizations and institutions make efforts to keep up with the changing working environment, employers are looking to create engaging learning experiences for their employees. For instance, as per a research report by PricewaterhouseCoopers (PwC), nearly one in every three jobs is expected to be majorly impacted or simply vanish over the next decade due to the changes in technology. The consultancy firm believes that a major impact will be felt in almost all low-skilled jobs and in around 33% of semi-skilled jobs. In light of this, PwC has committed $3 billion for upskilling its workforce over the next four years.

According to a report by McKinsey Global Institute, 400–800 million jobs worldwide will be displaced by automation by 2030. Though some experts have objected to this number and believe the impact will be much less, employers are making all possible efforts to minimize the impact of automation by upskilling their employees.

Here are a few steps that you can take to move toward promoting an upskilling or reskilling agenda in your workplace.

1. Focus on the big picture: Prescribed changes in human behavior are often met with resistance and criticism. As a result, employers need to create an ecosystem where the focus is on the long-term benefits of upskilling employees. This can be done by creating a culture of learning.
2. Enable two-way communication across the organizational hierarchy: It is important to open a two-way communication channel with employees to bring in a sense of ownership and create engaging learning experiences. When communicating the evolving vision of a company or the role requirements of a job, it is critical to seek input from the people you plan to upskill. By doing this, you will avoid making your employees feel overwhelmed by the changing demands. This will also foster confidence in them.
3. Create a skills map: Do a small mind mapping or journaling exercise in groups to figure out the existing set of skills among employees, and map these skills with the requirements of the organization. There are a variety of tests and industry assessments available to use for this exercise. By doing this, you can create a skills map that will provide clarity on the gaps that exist in your organization’s workforce.

These steps will guide your efforts in the right direction and get you started with the upskilling process. As techniques of learning in this digital age evolve, it is imperative to alter the learning curve, as well. Many companies have realized the importance of acting in this area by comparing it with the costs of inaction. Even before the digital revolution came into being, the skill gap was wide and clear. Digital transformation has only further widened the gap, and this gap must be bridged.

To achieve positive results as you work to retrain your workforce, always keep the following at the core of your upskilling strategy plan:

• Interest of the workers: It is natural to get carried away by the vision and role requirements of the organization. However, to get meaningful results from the upskilling plan, always keep the interests of the workers in mind as one of the key components for success.
• Interest of the organization: There needs to be a balance between what the company needs and what the employees are looking for. This is important because if the pendulum swings too far to either side, the upskilling process will suffer in the long term.
• Constant communication: Communicate, communicate, and communicate—at all stages and levels. This will help in gaining acceptance and feedback during the preparatory, launch, and post-launch stages of your upskilling efforts.

Upskilling is going to be a key strategy to keep up sustainable growth in this dynamic business environment. As industries and businesses evolve, older ways won’t be enough to sustain the growth. Therefore, companies invest in upskilling to boost productivity and ensure that their employees are able to navigate through the latest developments and industry trends.