Improving employees’ skills is crucial for helping them advance in their careers. We asked Steve Gilman, Founder of One Range, a platform for usage-based upskilling, to share insights on the best way to invest in your team’s skills that boost value and productivity.
What are the first steps to rolling out an upskilling program?
Answer:
- Ask employees: What skills do they need, and how are they currently acquiring them?
- Consult managers: Do they have the tools to empower their teams?
- Define upskilling: Ensure there’s a common understanding that upskilling is about growth and development, not mandatory training.
Outside of tech roles, does everyone in the company need upskilling?
Answer: Upskilling should be available to everyone in the company. If it’s worthwhile to recruit someone full-time and pay them, the ROI for investing in their growth is already justified. If budget constraints prevent a company-wide rollout, it might not be the right time for the program. Committing dollars to employee growth sends a strong cultural message that every individual is valued and worth investing in.
What advice would you give to other SMB leaders who are hesitant to invest in upskilling?
Answer: Start by getting clear on the goals you want to achieve with this investment. Begin and end the process with a survey to understand and measure impact. Encourage your managers and inform every employee about the upskilling options available to them. Investing in upskilling has numerous benefits, including attracting better talent. Potential recruits are more likely to join a company that invests in its employees, especially compared to competitors who might not.
If employees are opting out of upskilling, is it a motivation issue?
Answer: It’s not a motivation issue; it’s a barrier issue. Common barriers include navigating the approval chain for reimbursements and payment issues. Additionally, some employees may feel unrecognized despite meeting expectations. To overcome these barriers, note that 50% of employees want choice and agency—remove the hurdles for them. The other 50% need guidance, which can come from their peers rather than directly from management.
Should we be concerned that more freelancers than employees are investing in upskilling?
Answer: Freelancers need to have strong hard skills because their roles are highly skill-based, and you don’t spend much time with them. They need to be proficient in technical and creative tools. Employees, on the other hand, require both hard and soft skills since they interact more frequently on a personal level within the company. While it’s crucial for freelancers to upskill, it’s equally important for employees to do so for overall growth and collaboration.
How do you measure the effectiveness of upskilling?
Answer: The effectiveness of upskilling can be measured by several metrics:
- Activation rate success: Achieving 93%-94% is excellent.
- Utilization rate success: Anything over 60%-70% within the first two months is considered successful.
- Long-term engagement: Observing who continues to participate in upskilling year after year.
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