A new project. A stretch assignment. Even a new role.
Providing your employees with fresh opportunities is good for them, and it’s good for your organization. Employees get to learn and grow, which boosts their morale. At the same time, your company benefits from higher employee retention, which means people who’ve developed a thorough knowledge of your business are around longer, making more and more valuable contributions.
But how do you get there? How can your organization increase internal mobility?
You can connect employees to new opportunities through a dynamic career marketplace. Often an online resource, an internal talent marketplace is populated with all the open positions, projects, and stretch assignments at your company.
The key is that each of these opportunities is defined by the skills they require. And that’s where upskilling comes in.
To make a career marketplace truly dynamic, you’ll want to be continually developing employees so they’re able to take on new challenges — and even new roles.
At Degreed, we want to help you get upskilling right. That’s why we’ve just published 7 Steps for Upskilling Your Workforce, a new guide from Degreed CLO Kelly Palmer. It shows you how to implement a successful upskilling program that fits your organization.
Internal mobility and upskilling go hand in hand, Palmer says. “Investing in upskilling aligns the skills of your employees to your evolving business strategy, which is critical to staying competitive. Companies that invest in advanced upskilling strategies create a more vibrant culture, see higher employee engagement, and do a better job attracting and retaining talent. More importantly, they can accelerate digital transformation, innovate faster, and quickly react to new market opportunities.”
“It’s not enough to just talk about upskilling people,” Palmer says. “It’s essential to understand exactly how to put an advanced, people-focused upskilling strategy in place now.”
Done effectively, upskilling is a continual process that can not only increase internal mobility but also boost employee engagement and reduce turnover.
Download the guide and learn how to:
- Identify future skills. These are the critical capabilities your workers will need in the next one to three years.
- Assess skills. Find a baseline you can use to set upskilling goals and measure progress in meaningful ways.
- Set upskilling goals. Fill skill gaps within your organization.
- Map learning to skills. Figure out the best learning methods for your organization — online, team-based, peer-to-peer, or on-the-job.
- Measure skills progress. Create an effective dashboard to continually track progress.
- Match skills to opportunities. Connect employees with new projects, stretch assignments, or even jobs through a dynamic career marketplace.
- Communicate metrics of success. These are the positive results that are particularly relevant to your business priorities and important to senior leaders.
In addition, you’ll see how Degreed is using this same framework to implement an upskilling strategy for our own employees.
As always, we’re here to help you with your upskilling journey. If you have any questions that aren’t answered by our new guide or want to discuss upskilling in more detail, reach out to a Degreed representative today.