Employee Upskilling: How to Develop Talents?

What is upskilling?

Upskilling is a process during which a company can help employees improve the skills they need at work. It is a development within the position held (not necessarily related to a promotion), often consisting in acquiring new certificates and raising competencies, allowing to gain an expert level in the field in which a given employee specializes. The need for upskilling is often associated with the development of technology and the changing environment, and the resulting from it, increased expectations on employees.

Advantages of upskilling

The development of employee skills is a priority for many employers. Especially in the current labor market, when the greatest talents are constantly in demand and the recruitment of qualified employees is becoming more and more difficult, it is worth supporting employees in acquiring new, necessary skills.

  • Currently, we are noticing ever greater and rapidly occurring changes in individual workplaces.
  • Employees not only appreciate development opportunities, but more and more often expect them from their employers, especially where there is so-called ‘employee market’, e.g. in the IT industry.
  • Opportunities to develop one’s own skills have a positive impact on the level of job satisfaction.
  • Upskilling can increase employee productivity, morale and motivation, while reducing turnover and investment in recruiting new talent.
  • Upskilling helps a company stay competitive in its industry.

How to create a strategy for upskilling employees?

Employers can help employees develop their skills in a variety of ways. Before we start the activities related to the upskilling process, it is worth defining a few milestones that will help us approach the topic strategically.

Where to start when planning employee development?

Constructing upskilling or reskilling (changing the industry) is not easy. The 2019 publication describing twenty best practices for these two processes may come in handy. It presents an in-depth study by the European Commission and a group of CEPS scientists in companies from different countries. Among them, you can find some inspirations, which are presented below.

360-degree feedback

In this assessment method, the employee receives feedback not only from the supervisor, as it is in most organizations, but also from subordinates, clients and colleagues. This allows for a much more accurate identification of the development areas and competency gaps. Thanks to this, the employee can more consciously plan the next steps and choose the right training and other ways to develop their skills, and the company has a broader picture of the situation and the ability to better adapt solutions to the needs of the organization.

In-house learning

This solution is based on sharing the newly acquired knowledge within the company. Employees who previously participated in interesting trainings share their notes and resources from useful activities with other people in the company who, for some reason, were not able to join the meetings. This creates a flow of knowledge between colleagues or different teams within one organization and encourages participation in future initiatives.

Digital library of business knowledge

The digital library is a collection of organization’s educational resources accessible to all employees. This solution will be useful especially when conducting onboarding, but not only. It will also help in equalizing the level of knowledge in various areas and will allow you to build an organizational culture in the company by presenting the same expectations for all employees. This solution will ensure that employees will have no problem finding sources of information and will be able to use the materials even when working from home.


E-learning allows each employee to develop their skills at any time and place they choose. This form of teaching will make it easier for us to encourage employees to take dedicated courses. Thanks to the recordings, we will also reduce training costs, saving, among other things, on renting a training room or repeating the same meetings for several different groups of employees.



Marketing Specialist at Next Technology Professionals - IT Recruitment | IT Outsourcing

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Aga Babicz

Aga Babicz


Marketing Specialist at Next Technology Professionals - IT Recruitment | IT Outsourcing