1. Start with precision with tailored skill assessments
If you’re assuming where your teams stand, you’re already starting from the wrong place. The first step is precision—assessing where your people are, not where you think they are. A misstep here can have a ripple effect: someone advanced in a skill might feel undervalued when placed in beginner training, while others may find themselves overwhelmed in advanced sessions.
The solution? Use tools that make skill levels visible and actionable. Many platforms offer “Skill IQ” assessments, which provide objective insights into what your teams already know. With this data, you can design tailored learning paths (beginner, intermediate, or advanced) so everyone gets what they need. It’s simple: meet people where they are, and they’ll rise to the challenge.
When you assess skills correctly, you often discover hidden talents. Your IT team might have a coder who’s been quietly learning cloud migration on their own time. Now, instead of hiring externally, you can invest in refining that talent. Precision in skill assessments helps individuals grow and is a strategic advantage for your entire organization.
2. Managers are the key to upskilling
Upskilling doesn’t happen in isolation. To build the right skills, you need someone who understands the bigger picture—managers. They know the demands of their teams, and they understand where the organization is heading. That’s why involving them is so important.
Take a page from Capital Group. They empower managers to co-create learning paths with employees. Don’t view this as micromanaging, as it’s more about collaboration. Imagine a manager sitting down with a data analyst who wants to dive into AI. Together, they chart out a plan, such as learning data science fundamentals today, applying machine learning tomorrow. It’s like giving someone the blueprint to their future.
This approach works because it aligns personal ambition with organizational needs. People want to grow, but they also want to know their work matters. When managers guide this process, they bridge that gap. The result? Teams that are skilled, motivated, and laser-focused on what’s next.
3. Experiment, collaborate, and time it right
Learning is one thing. Keeping it is another. If you’re serious about retention, you need strategies that stick. Start with experimentation. The way we learn has evolved, as no one wants to sit through a three-hour lecture. Short videos, gamified modules, even TikTok-style micro-learning? They work because they’re built for today’s attention spans.
Then there’s collaboration. Learning cohorts are a game-changer. Picture a group tackling the same cloud migration challenge. They’re acting as a support system. They discuss, share, and apply what they’re learning in real time. It’s powerful and highly effective.
Timing is arguably the most important one here. Skills don’t last forever, especially if they’re not being used. Just-in-time learning is the answer. Train people right before they need to act. For example, if your cloud migration starts in September, schedule training for July or August. Anything earlier, and the knowledge fades. When training aligns with action, skills stick because they’re immediately applied.
4. Align career goals with business strategy to build a shared vision
Your people want to grow, and your business needs to evolve. The sweet spot is to align those goals. When people see how their work fits into the bigger picture, engagement skyrockets.
Coppel’s Tech Academy nails this balance. Every year, they map out the roles and skills the business needs. They layer this with industry trends and validate it with internal teams. The result is a strategy that feels personal but serves the organization’s future. Imagine telling your IT team, “We need more expertise in AI to dominate our market, and here’s how you can be part of that.”
This mustn’t be a one-and-done exercise. Aligning goals is an ongoing process. Industries shift. Priorities change.
“Revisit the strategy regularly, and make sure your team’s growth aligns with your company’s evolution. It’s a shared vision, a future everyone wants to build.”
Key takeaways for leaders
- Skill assessment & personalization: Leaders should prioritize precise skill assessments to understand employees’ current capabilities. Tools can help tailor training to meet individual needs and avoid misalignment in upskilling efforts.
- Manager involvement for targeted growth: Involve managers in defining skill gaps and co-creating learning paths with employees. This makes sure upskilling aligns with both personal aspirations and broader organizational objectives, driving better engagement and results.
- Effective retention strategies: To ensure skills stick, adopt innovative learning strategies like micro-learning, cohort-based learning, and just-in-time training. Timing training close to application leads to higher retention and immediate application of skills.
- Align career goals with business strategy: Align employee career development with organizational needs to boost engagement and retention. Regularly assess business trends and adjust upskilling programs to maintain alignment with evolving strategic goals.
