Learning about common upskilling pitfalls can help minimize the possibility of making the same mistakes. Let’s uncover what they are and how you can avoid them:
Mistake No. 1: Not knowing your audience or their needs
Upskilling has always focused on the company and not the individual, forcing employees into taking a one-size-fits-all training program with irrelevant learning opportunities.
Solution:
The key to learning effectiveness always starts with relevance, which is why L&D experts are calling for a new learning model that puts learner needs in the center.
Pro Tip:
Allow employees to take charge of their development and address personal skills gaps by offering a more personalized and self-directed approach.
Mistake No. 2: Investing only in work-specific skills
With automation disrupting jobs, existing and emerging roles will need more than just technical skills because that’s what makes them flexible, adaptable, and resilient in the long term.
Solution:
Treat soft skills as top priority. Go for skills that will allow employees to grow into bigger roles and make them a valuable asset for your organization.
Top skills to upskill:
- Change management
- Digital fluency
- Communication
- Storytelling
- Growth mindset
Mistake No. 3: Confusing learning about the skills with mastering them
You can know a lot about something and still not be good at it — not unless you apply it. There’s greater power in actual application, so make sure your employees are also mastering what they’re learning.
- Conduct regular performance evaluations
- Provide tools that build skills through practice, feedback, and reflection
- Monitor skill progressions
Mistake No. 4: Not evaluating your upskilling program
Without proper data and assessment, learning can fall flat. So be sure to regularly track training metrics that matter for you.
Solution:
Set meaningful training metrics, know when to evaluate them, and take advantage of your learning analytics. This way, you can assess if your program is a success.
Sources: goFLUENT blog, Degreed
