11 Strategies to Upskill Employees with Real-Time Examples
Employee skill development is no longer a luxury but a mandatory business consideration. Given changing markets, rapidly advancing technology, and the evolution of hybrid work models, your organization’s drive to upskill its workforce is critical to remaining competitive. The question is not why you should upskill but how to do so effectively. Here, we have covered 11 employee upskilling strategies to help future-proof your employees and organization. Whether you are a startup or a large enterprise, this blog will equip your team to thrive.
The Importance of Upskilling
Upskilling is not merely a question of employee development, but it’s about organizational development too. Here’s why it’s more important than ever:
- Bridging Skills Gaps: A report by McKinsey states 87% of companies already have a skill gap or expect it within a few years. One active approach to address this issue is to upskill your employees.
- Employee Retention: Growth opportunities are one of the major contributors to employee satisfaction. According to a LinkedIn survey, 94% of employees would stay at a company longer if it invested in their development.
- Lifelong Learning: Businesses that prioritize learning are 46% more likely to be market leaders.
Keeping these stakes in mind, let us discuss 11 strategies that will help in the real-time implementation of upskilling.
Strategies to Effectively Implement Employee Upskilling
1. Utilize Internal Training Sessions
Example: IBM’s “Think Academy” is a full-fledged internal learning program that trains its workforce on essential skills such as artificial intelligence and cybersecurity.
Why This Works: By creating their own training programs, companies can ensure they focus on skills relevant to their business processes and objectives. They’re budget-friendly and ensure knowledge stays in the organization.
How to Implement:
- Determine key skills that matter to your business.
- Create a program you can deliver internally, such as e-learning or workshops.
- Leverage trainers from among senior employees to facilitate knowledge transfer.
2. Create Mentorship Opportunities
Example: In the “Leadership Development Program” at GE, new employees are assigned an on-the-field mentor who, in the subsequent years, helps teach them the fundamental ropes to navigating the business.
Why It Works: A mentorship creates a learning environment as well as solidifies relationships between employees. It’s particularly powerful for building leadership and soft skills.
How to Implement:
- Pair junior team members with experienced professionals
- Promote cross-department mentorship for roles.
- Identify mentors to encourage participation.
3. Encourage Microlearning
Example: As part of its talent development program, Google employees engage with its proprietary digital platform, “Google Primer,” where they can work through short, actionable lessons based on problem-solving and leadership skills.
Why It Works: The brief, targeted sessions of learning easily weave into busy workdays. Microlearning increases retention rates as it teaches one topic at a time.
How to Implement:
- Access to microlearning platforms such as Udemy or LinkedIn Learning.
- Chunk lessons into 5–10 minute blocks.
- Provide on-the-go learning with mobile-friendly solutions.
4. Utilize Peer Learning
Example: At Pixar, teams participate in “brain trusts,” where employees critique each other’s work to learn from peers and refine their projects.
Why It Works: Peer learning builds collaboration while enabling employees to share expertise. This method emphasizes practical, experience-driven learning.
How to Implement:
- Organize team brainstorming or critique sessions.
- Set up peer-to-peer lunch-and-learn events.
- Facilitate workshops where employees teach their unique skills.
5. Invest in Technology-Based Learning
Example: Accenture has invested heavily in virtual reality (VR) platforms to train their employees in real-world scenarios, such as navigating difficult client conversations.
Why It Works: Technology like VR, AI, or gamified learning engages employees creatively while mimicking real-life challenges. This leads to better comprehension and application.
How to Implement:
- Introduce learning management systems (LMS) like Coursera for enterprises.
- Explore immersive learning technology like virtual or augmented reality.
6. Introduce Certifications and Credentials
Example: Amazon Web Services (AWS) offers its employees exclusive certifications in cloud computing, ensuring that their teams remain industry leaders.
Why It Works: Certifications serve as tangible benchmarks for knowledge acquisition and career advancement. They also elevate your organization’s credibility.
How to Implement:
- Partner with external certification bodies (e.g., PMI, Microsoft, AWS).
- Incentivize employees to pursue relevant certifications.
7. Offer Job Rotation
Example: JPMorgan Chase implements job rotation for its employees, allowing them to work across different teams and acquire diverse skill sets.
Why It Works: Job rotation breaks the monotony, fosters adaptability, and gives employees a macro view of the organization. They gain skills beyond their niche roles.
How to Implement:
- Identify employees interested in learning about other departments.
- Plan job rotations for selected candidates over three to six months.
- Collect feedback to evaluate its impact on growth.
8. Host Quarterly Training Bootcamps
Example: Salesforce organizes quarterly “SKO Bootcamps” (Sales Kick-Off Bootcamps) to train sales teams on the latest trends, tools, and strategies.
Why It Works: Bootcamps are intensive and hands-on, ensuring employees quickly learn and apply new skills.
How to Implement:
- Hold training boot camps during slower business cycles.
- Focus on emerging trends—e.g., AI in sales and modern project management tools.
9. Support Professional Development Conferences
Example: Adobe sends employees to industry-related conferences (like Adobe MAX) to help them network, learn, and stay updated.
Why It Works: Conferences expose employees to the latest innovations while offering networking opportunities that may benefit the business.
How to Implement:
- Research and share a list of relevant conferences with your teams.
- Provide expense budgets/leave allowances for attendance.
10. Collect and Act on Feedback
Example: Netflix conducts regular employee surveys about their skill needs, using the data to implement tailored development programs for upskilling.
Why It Works: Feedback-driven programs ensure that employee development aligns with their needs and aspirations rather than assumptions.
How to Implement:
- Use surveys or one-on-one discussions to collect insights from employees.
- Create programs addressing their specific feedback.
11. Foster an Innovative Culture
Example: At 3M, employees are encouraged to spend 15% of their working time on creative projects unrelated to their daily roles. This policy led to revolutionary inventions like the Post-it Note.
Why It Works: An environment that supports curiosity and experimentation empowers employees to grow creatively while contributing to innovation.
How to Implement:
- Set aside dedicated time for experimentation and creative work.
- Launch innovation challenges and acknowledge participants.
Conclusion
Upskilling is not simply a trend; it’s an essential strategy for building resilient organizations with engaged and skilled employees. By investing in your team’s growth with initiatives like microlearning, mentorship, or certifications, you not only future-proof your workforce but also create a culture of learning and collaboration.
