Upskilling Employees is More Important Than Ever: Here's How to Do it

The great thing about upskilling is that it works both ways; employees can develop, perform better, and have more energy to tackle work. Organisations benefit from improved productivity and performance, so it’s a win win. 

Liliane: “Employees who have the opportunity to expand or improve their skills are more satisfied. And satisfied employees have more energy, motivation and focus to perform at work.”

Upskilling and mental well-being

Growth and development have a close relationship with our mental well-being, and vice versa. 

Liliane: “Gaining new knowledge and skills is good for a person. It improves your memory and brain health, it improves your self-confidence and self-esteem, and it provides meaning and satisfaction.”

In turn, mental well-being affects your work and drive to develop. “Employees who feel good about themselves have less stress and are more resilient. They are also more motivated to develop further. It’s all intertwined.”

Upskilling and company culture

The culture that prevails within an organisation has an impact on how much people want to develop. A positive corporate culture where people feel safe both physically and mentally, encourages growth and development. 

“It is extraordinary to see how development, mental well-being, culture and work performance are all intertwined. That can create a domino effect that benefits everyone,” Liliane said.

“Organisations that prioritise the well-being of their employees create an environment that encourages development. And that environment, in turn, is good for mental well-being.”

Upskilling is important, both for the well-being of employees and for the future health of the organisation. Apart from setting up training opportunities, how do you approach upskilling? And how do you encourage employees to develop? 

1. Create a safe culture of learning and development

Everything hinges on a culture where people feel safe, can be themselves and have the opportunity to make mistakes. Within a safe culture, people feel free to experiment. And that naturally stimulates development.

So focus on company culture, Liliane stresses. “Because organisations with an open culture that encourage  development are more resilient.” 

This does not happen overnight, it is a process. In summary, a safe culture that encourages growth and development includes: 

• Sufficient onboarding
• Communicate clearly and transparently
• Be open to constructive feedback
• Celebrate victories, successe,s and learning moments
• Set clear expectations with each other
• Reflect on the week as a team 
• Show appreciation towards each other

Liliane: “An employee who feels safe and valued is more motivated to acquire new skills. For example, regularly remind employees of their strengths and achievements.”

💡 Read more about developing a safe and positive company culture here: How Work Culture and Mental Health Are Connected

2. Support managers and leaders

Just as you need to put on your own mask on the plane before helping children, it is no different when creating an open culture and encouraging growth and development. 

“You want to provide managers and leaders with the skills and support they need to do their jobs well and support their team. For example, their attitude towards making mistakes plays a big role in creating a safe environment,” Liliane says. 

Think leadership training, but also training to manage stress and communicate well. For example, create an (internal) mentoring programme and discuss career opportunities and progress with each other.

 Liliane: “Teach the leaders first, so they can lead the way,”

3. Set a good example

Setting a good example is essential. When managers and leaders talk openly about their growth and show that they are actively engaged in their development, it encourages others to do the same.

💡Read more here: How to Engage Managers in Creating an Open Corporate Culture: 7 HR Tips

4. Create a culture of psychological safety

As an organisation, you are responsible for creating a psychologically safe workplace environment. A working environment that supports well-being and job happiness, and makes employees feel confident and safe.

That responsibility lies partly in the hands of the managers and executives within the organisation. So, supporting them in that role is essential (see point 2). For instance, the way a manager handles mistakes and successes has an effect on safety and culture at work.

Only in an environment where people feel safe do they dare to experiment, make mistakes and learn from them. And that is essential to further develop and adapt to technological changes.

💡 Read more: How to Create Psychological Safety at Work as a Manager

5. Embrace a growth mindset (and making mistakes)

Making mistakes is human; it is part of life, and work is no different. At work, you need to allow employees room to make mistakes and learn from them.

As an employer, you create that space by creating a safe environment and by talking about it. After all, mistakes are, as Forbes describes it, a catalyst for growth. Encourage this growth mindset by:

• Discussing and celebrating mistakes and failures with each other
• Talking openly about mistakes (again, let leaders lead by example here)
• Focus not on the mistake, but on the lesson learned from the mistake
• Encourage experimentation
• Focus on the “why” of the mistake: why did we do this?

OpenUp helps organisations in the field of culture and well-being. We also coach employees to become more resilient. Find out how we can support your organisation.