One of the priorities for companies today is to develop the skills of their employees. The acquisition of new skills is at the crossroads of several challenges for companies, such as business transformation and talent retention. In this article, we explain why it is in your interest to develop the skills of your employees. We present you with some ways to achieve this.
Facing the transformation of the business and the company
Develop technical skills of your employees
You’ve heard it all before! High-speed digitalization is leading to a profound transformation of businesses. Your teams are faced with rapid technological changes that require them to constantly adapt. Online” is skyrocketing, even in industrial sectors. Your employees need to be supported to acquire the necessary skills to meet these challenges and serve their customers better every day. In conclusion, developing the skills of your employees is no longer an option!
Adaptation: a key skill to acquire
If business skills need to be updated, so do managerial changes and the organization of the company. Today, the company is facing a real efficiency challenge. It must constantly adapt its organization and its functioning to remain efficient. For example, the company must learn to deal with the speed of change, particularly in work relations and in the way it manages its customers.
In short, developing the skills of employees means above all teaching them to adapt constantly. Indeed, the current crisis is profoundly changing the way we collaborate. The massive deployment of telecommuting is changing the way people manage and interact with each other. Leardership is not the same today as it was a few months ago. In conclusion: “New challenges are imposed on managers: maintaining employee motivation, bringing the team to life in a different way, knowing how to make strategic decisions at a distance. Above all, they must demonstrate a new tolerance and understanding of the imperatives and aspirations of each individual (1). “
Rethink customer service
Your employees can no longer serve their customers today as they did yesterday. Digitalization has created new types of services but also a new way of dealing with customers. The restaurant industry is a good example! Currently with the development of home delivery, restaurant owners have had to adapt to this new situation. To do so, they had to set up specific offers, a dedicated communication on social networks or on smartphones with text messages. It’s a fact, managing customers online is not the same as in a restaurant. Therefore, you need to develop the skills of your employees to rethink customer service.
Prepare the future of your business
The jobs that will be decisive tomorrow do not exist today. However, companies are obliged to anticipate as much as possible the skills they will need to remain competitive on their market. To do this, they must maintain the employability of their employees and give them the means to acquire new skills. Moreover, maintaining the employability of employees is an asset for companies. When they can develop employees’ skills internally, companies are no longer obliged to look for them externally. Indeed, recruitment has a cost and above all, there are shortages of profiles in various professions. This is a real paradigm shift for the company. Previously, when companies did not have the skills in-house, they went out to the market to find them.
Engage and retain your employees through skills development
Competency development is a source of employee retention and engagement. Your talent expects you to train them to grow. Fostering a culture of learning and skills acquisition among your talent is an asset for your employer brand. According to Thomas Chardin, founding director of the Parlons RH agency: “The employer brand must send the following message: we recruit you, we train you, we entrust you with tasks that make sense in an organizational and material environment that will make you want to invest and stay. In this sequence, skills development and more specifically training play a key role in attractiveness. It makes the proposal credible and it concretizes the investment that the company is ready to make in the career of its employees (2). “
Make on-demand training available
Offer creative training formats to meet their work constraints and learning styles. The academic way of training with a monopolization of resources over several days may no longer be relevant. For example, consider e-learning training materials with open spaces, on-demand or self-study. This will allow you to better reach populations that are difficult to mobilize, such as managers and senior management. They have little time to devote to it, even though they are key to the transformation and development process of your employees.
1 -Source: Harvard Business Review France: “Why the current crisis calls for humble and sincere management by Gérald Karsenti”
2 -Source: Management de ma formation, October 8, 2019, Thomas Chardin: “Employer branding is an opportunity for the training function”