How to design employee development programs that reflect a skills-first culture

So we’ve discussed how to build a skills-first culture within your organization, with upskilling your workforce being one of the key factors that help shape this new direction. But how do we actually action these changes? Here are a few things to consider when designing employee development programs that not only respond to their current needs but also anticipate future industry shifts.

1. A skills-first culture starts with a skills-first mentality

The foundation of any successful employee development program is a cultural shift towards valuing skills over job titles or degrees — and this often requires a top-down reinforcement from leadership, to set an example for the rest of the organization. A skills-first culture is one that celebrates curiosity and continuous improvement. 

When the organization as a whole adopts a skills-first mindset, it impacts all aspects of the business like the recruitment process and the existing members of the organization, influencing and encouraging team members to look for development opportunities. 

2. Identify and prioritize skills

Now that you’ve set the foundation for a skills-first culture, conduct a comprehensive analysis to identify the critical skills that your organization needs to stay competitive. This should be a collaborative effort involving input from various departments to ensure a holistic view. Once identified, categorize these skills into core competencies, technical skills, and soft skills. It’s also crucial to prioritize these skills based on their relevance and impact on your business objectives.

Pro tip and shameless plug: partnering with a Skills Intelligence company like ours can help take the guesswork out of your skills strategy and ensure you’re maximizing employee engagement and ROI on your investment. 

3. Personalized learning paths

Since we’re focusing on developing the skills of different individuals, one size definitely does not fit all. A central pillar of a skills-first culture is the recognition of individual learning styles, preferences, and career aspirations. Develop personalized learning plans that align with the employee’s career goals and the company’s needs. Leverage technology to deliver tailored content in varied formats – be it online courses, workshops, or micro-learnings – that cater to diverse learning preferences.

4. Invest in a good learning platform

Learning management systems (LMS) are nothing new when it comes to the distribution of training materials but one that can effectively deliver, track, and measure learning outcomes is one worth investing in. Look for platforms that offer a wide array of learning resources, from formal courses to bite-sized informal learning opportunities. 

Bonus tip: it’s also important to consider how user-friendly they are. We all lead busy lives and an easy-to-use LMS can make learning more efficient and engaging. 

We’ve discussed making recruitment decisions based on skills, why employee training benefits your organization, and the organizational benefits of upskilling in this ever-changing business environment. We see a shift in prioritizing skills over traditional career hierarchies, fostering a culture of continuous learning, and leveraging the power of technology. By doing so, you can enhance your organization’s competitive edge and create a more engaged, motivated team.