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The Pandemic Era's Need for Reskilling and Upskilling

The Pandemic Era's Need for Reskilling and Upskilling

Employee skill set vulnerabilities emerged in 2021 as business slowed or stopped and employees were forced to adjust to the new normal. Organizations immediately noticed a need for employee reskilling and upskilling as a result of the move to remote work and skyrocketing unemployment rates.


Why? Because spending money on L&D is one of the most effective methods to aid your company in navigating the ever-changing business environment.


Why Organizations Are Focusing on Employee Learning and Development Right Now

Greater investment in L&D has resulted from the pandemic-driven changes to work as we know it. In March 2020, Epignosis experienced a 200% monthly rise in prospects. To thrive in the new workplace, businesses look for learning technology solutions and wager on staff development.


Additionally, we've noticed that businesses are putting more effort into assisting staff members with their personal branding. For instance, corporations have expressed a lot of interest in the Epignosis TalentLibrary's Leadership Training courses. That shows that firms are investing in developing employee skills as well. Additionally, they are creating qualified employment prospects.


Although it may seem contradictory, this approach benefits both firms and employees. Employees feel valued when their own skill is nurtured and development is prioritised. They are more satisfied at work because they can see the investment you're making. You benefit from improved production and talent retention in return.

Upskilling is another way businesses are ensuring they remain relevant in 2021. Developing a successful L&D programme can provide your workforce the competitive edge they require. Additionally, a competitive workforce helps your business succeed.


The Top Skills for Demand in 2021

Soft skills have been put to the test during the past year due to the demands of flexibility. Our team at TalentLMS questioned companies what the most crucial soft skills their staff lacked following the COVID-19 outbreak. Here is what we discovered:


  • Communication/collaboration. Employers overwhelmingly believed that these were the most critical abilities that employees lacked, according to 57% of them. The physical separation that comes with working remotely exposed a lack of communication abilities. Additionally, it accentuated underlying teamwork problems.


  • With 54%, this ability came in second place. Previous studies have shown that it is common for employees to be promoted to management positions without ever having acquired the abilities to lead teams. Employees were psychologically affected by the pandemic, and many managers struggled to align their teams. They found it difficult to inspire and empower their staff.


  • proactive approach, agility, flexibility, and capacity for change. Both of these skills scored 50% and 45%, respectively. The sudden adjustments essentially incapacitated decision-makers and staff in several businesses. Otherwise, high performers were not ready to quickly reevaluate and change objectives.


You can concentrate on another — frequently disregarded — area in addition to helping your workers develop these skills: the emotional side of intelligence. Collaboration and teamwork can be improved in both physical and distant organisations by providing training on emotional and cultural intelligence.


People with emotional intelligence are able to identify their own emotions as well as those of others. They are better at listening and collaborating with others. Additionally, as companies extend out and grow more diverse, cultural sensitivity is crucial for enhancing and preserving workplace connections.


Creating a Successful L&D Program

The challenging aspect of soft skill development, upskilling, and reskilling is that you can't rely on a manual or one-time training course. It's not like the orientation you give new employees or the annual compliance training you give before an audit. A constant learning mentality is necessary for employee skill upgrading and reskilling. And to support that approach, you need to have an L&D programme in place.


Your L&D programme should be in line with the objectives of your particular firm, and a step-by-step strategy will ensure that your staff members are learning what they are supposed to be studying.


1. Determine what training you need.

Choose the talents that will be most beneficial to your organisation first. After that, conduct a skills gap study to determine what your teams now lack. Find out where your employee training initiatives should be concentrated by consulting with management.


2. Conduct instruction

Once you've identified the skills gap you wish to fill, you may adjust your training programmes to meet those requirements. But don't only concentrate on the course material; consider how you will present the course as well. You might choose to incorporate real-time virtual lectures or totally switch to asynchronous, self-paced learning. Alternately, you might wish to design microlearning modules that fit around the schedules of your employees.


3. Calculate learning KPIs

Once the training is in place, you should collect information to evaluate the outcomes. Measure the impact, knowledge retention, application of new abilities in the workplace, and how employees interact with their training, among other things. The majority of this information may be obtained immediately via reports and in-app surveys if you're utilising a training platform.


4. Continue to make modifications.

In order to determine what is effective and what needs to be changed moving forward, review the data you have gathered. Do people require extra instruction in a certain skill? Should courses be more engaging? In order to keep the skills fresh in your mind, should you include post-training reminders and reinforcement courses? Utilize what you learn to continuously enhance your programme.


Organizations can scale their L&D initiatives with the use of technology, particularly in the post-pandemic period. A remote worker can access upskilling and reskilling thanks to LMS platforms. Additionally, with a mobile LMS, staff members can download training materials to use offline while travelling.

Training Now Is an Investment in Your Future

Establishing the baseline for your L&D programme should happen in 2021. The solutions you use today will aid in your ability to adapt to employment positions that are always changing. They'll assist you in adapting to changes occurring in the way we conduct business.


Businesses that don't invest in their employees will become obsolete. You can create a skilled and prepared workforce by being ready now to retrain and upskill your staff. And that is the secret to assisting your organisation in meeting current and future work demands.