The Power of Upskilling Employees Through Mentorship

In today’s fast-paced job market, upskilling employees, the process of enhancing employees’ skills to meet the demands of evolving roles, has become essential. As industries worldwide are reshaped by rapid advancements in automation, artificial intelligence, and other technologies, the skills required to stay competitive are constantly changing. This shift isn’t only about technical know-how but also critical soft skills, from adaptability to emotional intelligence, that help employees thrive in a dynamic work environment.

Mentoring can play a pivotal role in this upskilling journey, offering employees guidance, support, and real-world insights from experienced colleagues. By fostering mentor-mentee relationships, organisations can not only build expertise but also strengthen departmental silos and morale, contributing to a more resilient workforce.

This article explores practical strategies for upskilling that organisations can adapt to future-proof their workforce. By embracing upskilling, organisations can remain competitive, agile, and prepared for whatever the future holds.

Why You Need to Upskill Your Employees

Gen Z will have 18 jobs across 6 careers.

(Boomers had 6 jobs total)

The World Economic Forum predicts:

• 85M jobs gone by 2025
• 97M new jobs created
• One massive skills reshuffle

The demands on skills within the workforce are shifting so quickly these days. Many businesses are now compelled to keep up with these changes or risk falling behind. Major trends like artificial intelligence, automation, and data analytics are reshaping the skill sets required across various sectors. For instance, digital proficiency has become essential not only for IT roles but across all departments, as organisations increasingly adopt cloud-based systems, data-driven decision-making, and automated processes.

Industries such as manufacturing, IT, and finance are among the most significantly impacted. In manufacturing, for example, automation and robotics are rapidly transforming production processes, necessitating a workforce adept in both technical operations and digital literacy. 

Similarly, the finance sector is seeing a strong push towards digital transformation, with skills in cybersecurity, data science, and machine learning becoming vital to navigating emerging challenges. By understanding these trends and proactively addressing skill needs, organisations can better position themselves for future success.

RELATED: Why Organisations Need Mentoring: 8 Benefits of Mentoring Programs to Your Company

The Cost of Inaction

Choosing not to invest in upskilling comes with notable risks that can severely hinder an organisation's growth and resilience. Key issues include talent shortages, as more skilled candidates gravitate towards organisations prioritising development and innovation. 

Without proper upskilling initiatives, organisations face significant skill gaps within their teams, leading to reduced productivity and potential loss of competitive edge. High employee turnover is another consequence, as workers increasingly seek employers who are invested in their professional development and future relevance.

Case studies and statistics highlight the negative impacts of neglecting skill development. For example, organisations that fail to address digital skill shortages often report slower project timelines and reduced adaptability when implementing new technologies. 

In one study, organisations that delayed upskilling initiatives reported a nearly 15% higher turnover rate than those with active programs, underscoring the link between skill development and employee retention. Investing in upskilling is therefore not only about individual growth but also critical to maintaining the overall vitality and future-proofing of the organisation.

How to Upskill Employees

Here are some of the most commonly used methods to upskill employees: 

• Mentorship and Coaching: Pairing staff across the organisation based on skills is a powerful way to up-skill and re-skill. Many organisations are encouraging staff to view their career like a lattice rather than a ladder - employees are more commonly moving into jobs sideways or diagonally rather than up. Mentors can guide employees in developing both technical and soft skills, offering practical insights and feedback that aren’t always available through formal training.
• In-House Training Programs: Many organisations develop internal training sessions tailored to the organisation’s specific needs. These can include workshops, seminars, and even short courses led by internal experts. In-house training ensures that employees gain knowledge directly relevant to their roles and organisation goals.

• Online Learning Platforms and Courses: Utilising online platforms such as Coursera, LinkedIn Learning, or FutureLearn allows employees to gain new skills at their own pace. Offering access to online courses can be especially useful for technical and digital skills training, covering a broad range of topics from coding to project management.

• Job Rotation and Cross-Training: Allowing employees to work in different departments or roles temporarily can broaden their skill set and understanding of the business. Job rotation encourages adaptability, fosters collaboration, and equips staff with a diverse range of skills that can be beneficial as they advance in their careers.

• Encourage Self-Directed Learning: Empowering employees to take ownership of their learning journey can be highly effective. Providing resources such as access to books, online libraries, or subscriptions to industry publications allows employees to learn according to their personal goals and areas of interest.

• Funding Professional Development and Certifications: Supporting employees in earning industry-recognised certifications or attending relevant courses and conferences shows a commitment to their professional growth. Covering the cost of such certifications or courses not only builds loyalty but also ensures employees stay current with industry standards.

• Establishing a Culture of Continuous Learning: Creating an environment where learning is encouraged as part of daily work life fosters a positive attitude towards upskilling. Regular knowledge-sharing sessions, such as “lunch and learn” events, can be an effective way to build this culture, allowing team members to teach each other new skills.

• Provide Access to E-Learning Modules and Microlearning: Breaking down training into small, manageable modules (micro-learning) allows employees to learn without disrupting their daily responsibilities. These e-learning modules can cover specific skills or knowledge areas, making learning accessible and more focused.

• Invest in Leadership Development Programs: For employees on a leadership track, offering targeted development programs focusing on management skills, strategic thinking, and effective communication is essential. Leadership training can be in the form of workshops, one-on-one coaching, or group seminars.

• Encourage Participation in Industry Networks and Groups: Supporting employees to join professional organisations or industry groups helps them stay connected with emerging trends and practices. Networking opportunities also foster relationship-building within the industry, opening doors for future collaborations and knowledge exchange.

By implementing a mix of these approaches, organisations can create a robust upskilling framework that empowers employees to grow, adapt, and thrive in an ever-evolving workplace. You can combine these strategies to find out what works best for your workforce. 

RELATED: How to Improve Employee Engagement in the Workplace

How Mentorship Plays a Role in Upskilling Employees 

Mentoring is a highly effective way to upskill employees, offering them personalised guidance and support to develop both technical and soft skills. By pairing employees based on skills, organisations create an environment where knowledge transfer, up-skilling and re-skilling happens naturally. This hands-on approach allows mentees to learn in real time, asking questions and receiving feedback directly related to their day-to-day tasks.

Mentoring helps employees acquire skills that go beyond what is taught in traditional training sessions. Through mentorship, they gain insights into industry best practices, problem-solving techniques, and nuanced approaches that are often learned only through experience. Additionally, mentors often share valuable career advice, helping mentees navigate workplace challenges, build resilience, and develop leadership qualities.

Furthermore, mentoring fosters a culture of continuous learning and collaboration within the organisation. It helps build relationships and encourages open communication across different levels of experience. This supportive environment not only boosts employee confidence but also drives loyalty and engagement, making them more motivated to grow and contribute to the organisation’s success.

Overall, mentoring accelerates skill acquisition and supports employees’ professional growth in a way that is both structured and adaptable to individual needs.

How Brancher Helps Future-Proof Organisations Through Mentoring

Brancher is dedicated to supporting organisations in their upskilling initiatives by providing tailored learning solutions that meet the unique needs of their workforce. Our platform facilitates access to a wide range of resources, including customised training programs, mentoring opportunities, and expert-led workshops designed to enhance both technical and soft skills. 

By partnering with Brancher, organisations can foster a culture of continuous learning and ensure their employees are equipped with the skills necessary to thrive in a rapidly changing landscape. 

To discover how Brancher can help your organisation upskill its workforce effectively, visit our website or contact us today for a personalised consultation. Let’s work together to future-proof your team!