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How to Prepare Employees with the Right Skills for a Successful Reentry

Change is difficult—we all know that. But, there’s something about change in the workplace that has the power to spark all sorts of fears within us. That’s because our jobs hold the strings to our livelihood. So, when there is a perceived threat to that, it can understandably trigger concerns, anxiety, and stress, especially following a period of mass layoffs and job loss. 

As employees reenter the workplace, they will likely seek a sense of stability and direction communicated from the top down, with demonstrated buy-in from executive leaders. They will also look to their managers to effectively prepare them to manage any immediate and future changes.

During this time, it is important for employees to have a sense of ownership and control over their ability to succeed. In the short term, one of the best, most direct ways to address that is through learning—providing employees with opportunities to improve their skills and competencies. Sustaining this in the long term requires a broader change—preparing your workforce to adopt an agile learning culture.

Why Skills and Competencies Matter Right Now

I’m sure you’ve heard the terms “reskilling and upskilling” flying around in the L&D world and how important they are during this time. But what do these terms mean for your organization specifically? 

Reskilling is the process of learning new skills so you can do a different job, or training people to do a different job. It involves finding people with skills that align with the new skills your organization requires. Upskilling is the process of learning new skills or teaching workers new, advanced skills to close knowledge gaps while involving them in ongoing learning to help them advance in their career.

Developing skills and competencies is becoming increasingly important in the U.S. and across the globe. For example:

Planning for Reentry

The case is clear that businesses should be focusing heavily on closing skills and competency gaps as they plan their reopening. A great way to get started is by building a competency framework. Using a skills and competencies template to guide you through this process will save a lot of time and effort as you work to identify the skills and competencies your workforce has, the ones they need, and then where to fill the gaps with learning.

I recommend leaning on skills and competencies that will enable your workforce to be agile amid change—and remain that way—so they are prepared to pivot if and when another disruption or crisis occurs. Skills that can effectively facilitate short-term change while mobilizing your workforce for long-term agility include:

  • Flexibility—Being willing to “meet others halfway” when working in an atmosphere of frequent operational and procedural changes
  • Adaptability—Being able to change based on what happens around you, whether that involves customers needs, changing technology, or a rapidly changing workplace environment
  • Communication—Being able to quickly, accurately, and effectively communicate changes in strategy or approach amid several changing factors
  • De-escalation—Being able to “dial down” one’s own anger and the anger of others in times of confusion, change, or stress

For realistic, “doable” strategies on how to reopen your business with employees who are confidently prepared with the right skills and competencies for your company’s long-term agility, attend the free webinar Schoox sponsored with The Learning Guild on Wednesday, July 22, 2020: Prepare and Mobilize Your Workforce for Successful Reentry.

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