AI is changing how organizations operate, no matter their size or purpose. As a result, employers may need to teach their staff how to use technology appropriately and productively. This process is often referred to as reskilling, which involves training employees to develop new capabilities or take on different responsibilities as business needs evolve and be a valuable opportunity for your workforce.
While training employees to take on new duties is no easy task, when done thoughtfully, employee reskilling can help improve productivity, retain employees, and reduce the need to hire externally.
Four Steps To Success
Whether your organization needs to reskill employees in AI or in other ways, take a measured approach to setting feasible objectives and achieving them. Here are four steps to help ensure success:
1. Recognize necessary changes.Given your organization’s operational needs and strategic objectives, pinpoint the skills in each position that will be the most valuable in the future — say, the next 12 to 18 months. They may or may not directlyrelate to AI.
For example, AI-enabled tools may allow employees who previously had little customer contact to participate in sales or customer service activities. So, their reskilling should reflect this greater need for “people proficiency.” Whatever the case, work with your leadership team and professional advisors to be as specific as possible.
2. Develop targeted programs.Once you’ve identified the necessary skills, customize training programs for each role. Remember, people learn best in different ways, so be sure to address and accommodate a wide range of learning styles. In some cases, in-person or on-the-job training might work best. But you may be able to manage expenses through digital training.
Before launching any program, however, define what employees should be able to do after completing it. For instance, should they be able to use a new AI tool effectively, handle a different type of customer interaction or operate newly implemented equipment? Clear outcomes can help you choose the right training method and measure whether the program works.
3. Upskill while you reskill.The terms “reskilling” and “upskilling” are sometimes used interchangeably, but they’re not the same. As mentioned, reskilling is training employees to perform substantially different work, whereas upskilling is upgrading existing skills. Ideally, your training programs should do both.
Don’t focus solely on technical capabilities. Employees taking on new duties may also need stronger communication, problem-solving, project management, or customer service skills. This is especially true if, as is usually the case, technological changes impact how work gets done but don’t eliminate the need for human judgment.
4. Iterate and improve continuously. There’s no guarantee your organization will develop perfect reskilling programs on its first attempt. Be willing to acknowledge mistakes and fix them. In addition, develop ways to evaluate progress, such as:
- Employee feedback
- Supervisor observations
- Productivity metrics
- Customer satisfaction data
The expertise you develop as you undertake reskilling efforts can pay dividends later, even with a few missteps — particularly if you encounter disruptive forces again.
Necessary Investment
Reskilling can be a major undertaking. But for many employers, it’s a necessary investment in resilience, productivity, and long-term competitiveness. As you assess how workforce changes — whether AI-related or otherwise — are affecting your operations, consider whether you may need to reskill employees. Contact us for help evaluating the financial and tax implications.
