The world is changing rapidly, and you notice that in every organisation. Robotics, AI and other technological gadgets and new insights are increasingly helping us keep up with these developments. But no matter how you look at it, human input is still needed. For creative ideas, common sense, a critical note, in short, everything that allows a company to stand out from competitors and thus stay firmly on the saddle.
But if your employees are not agile and do not continue to develop, even as the most innovative organisation, you will seriously fall behind. Investing in skill development is therefore not an unnecessary luxury. Not just for your organisation itself, by the way. Your employees also need development. To be able to keep doing their work, but also for their job satisfaction, personal development and even for their health.
Skill development is the English term for the traditional Dutch 'skill development'. In other words, everything that has to do with learning, improving and applying new knowledge and skills. You need to see that as widely as possible. For example, the measurable, functional hard skills (such as technical skills) and the perhaps somewhat vague (but oh so important) soft skills (e.g. time management, interoperate and communication skills).
There are different forms of skill development.
As mentioned, people are the distinguishing engine for every organisation. But then they need to get the right fuel: for example, sufficient tools and space to develop and renew and strengthen their skills. This gives them sufficient basis to take on new challenges every time. Therefore, do not see skill development as a one-off exercise, it should be an ongoing process in an atmosphere that stimulates the development of knowledge and skills.
Sustainable learning means that employees can not only do their work now, but also remain sustainably employable in the future. They stay up to date with their knowledge and skills and don't miss any important developments. This is important for them, but no less for the organisation, because production remains at an excellent level both quantitatively and qualitatively.
Sometimes you are overwhelmed by a new development. A different customer demand, newly developed technology or a shift in global politics can completely turn your organisation upside down from one moment to the next. If you want to be able to respond flexibly to changes, you need people who can switch quickly. Who are used to doing different things than before and making new knowledge their own.
Not everyone has the ambition or sufficient skills, but for many people, it is important to have a certain career perspective. If they don't see that, as an employer, you run the risk of high staff turnover and, especially with the current labor market, the risk of unfilled vacancies. If you have invested enough in skill development, you have a greater chance that your experienced employees will stay motivated for a long time. And that's not even talking about saving time because you don't have to hire new people all the time.
The importance of sustainable skill development is clear, but what now? We have a few tips.
Remember that when developing the organisation's strategic goals, you also immediately include learning and development. Then it is in the spotlight and is almost automatically at the top of the agenda when important decisions are made.
Skill development works best when it's not a top-down event, but is really seen and felt as personal development. Put your employees at the helm of their own careers and let them think about what they need and would like. This can be done in many ways, from drawing up a Personal Development Plan (POP) to organising accessible staff meetings that brainstorm new developments and opportunities.
Every person is different and learns differently. It is therefore good to offer various options to develop knowledge and skills. Combine classroom training courses and meetings with online education. In doing so, ensure a clear and accessible online knowledge platform, so that the necessary knowledge is easily accessible to everyone, even from a phone. And set up your learning management system (LMS) in such a way that you can properly monitor the effectiveness of the courses offered and possibly make adjustments.
Make the threshold for keeping knowledge and skills as low as possible. By connecting well with your target group in language and level, but also by not taking a too big and compelling approach to training. For example, when it comes to e-learning, choose microlearnings (“knowledge snacks”) that can easily be picked up in between and are as close as possible to daily practice.
By new employees already at the onboarding By incorporating them into your learning environment, they not only become immediately familiar with internal training opportunities, but are also made enthusiastic about participating in courses and other ways to gain knowledge. It is also immediately clear how much value the organisation attaches to skill development.
Sustainable growth requires sustainable development. So don't see skill development as an end point, but as a continuous journey for your employees (and yourself).
Now, skill development is really our thing. So it's almost impossible to explain all our tips and tricks in one blog. Do you have any specific questions, or do you just want to have a chat in this area? For example, with a non-binding demo, where you can get acquainted with the various options for your organisation or call +31 (20) 560 5001.
As an educational expert specialising in online learning, I have been writing blogs for Pluvo for 5 years. My focus is on powerful learning solutions for organisations. Universal Design for Learning and inclusive learning are my passion; I believe that education should be accessible and fun for everyone.
I've been combining my 35 years of HR experience with copywriting for over 15 years. And even then, I learn new things over and over again. That's what makes writing blogs for Pluvo so incredibly interesting!
