Engaging Employees In Their Skills Development

Skills development opportunities are some of the most valuable benefits to offer an employee. Career growth that is aligned with company goals boosts employee morale and helps your organization succeed. It’s a win-win. So how do you engage employees in their own skills and competencies development?

In this article, we discuss why skills development is so valued today, how you can use competency motivation theory, and other methods to encourage employee engagement.

The Importance of Skills Development In Your Organization

Investing in your people is invaluable. Employees are what drive the success of your company. It’s crucial to implement skill-building initiatives into talent management. McKinsey reports that you can boost engagement by up to 50% and raise productivity by 40% when you realign HR processes to match skill needs.

The nature of how we work is shifting, from tech advancements to AI and remote work. Employers need a flexible workforce that can adjust to these rapid changes. Hiring new employees every time you experience a skills gap isn’t feasible – it’s time-consuming, expensive, and, frankly, the talent isn’t always available. The solution? Reskilling and upskilling.

Rather than looking externally for skilled workers, invest in what you have. Show your employees that you value their career growth and they’ll return the favor with improved performance and loyalty to the company. This has a snowball effect on productivity, satisfaction, retention, and attracting talent.

Employees Value Skills Development

In today’s workforce, employers must be offering competitive benefits to attract top talent. Skills development opportunities are a top priority for most. According to LinkedIn’s 2018 Workplace Learning Report, 94% of employees would stay at a company longer if it invested in their careers. Professional growth equals higher retention.

Another study conducted by Better Buys found that 92% of employees think having access to professional development is very important. It gives employees more reason to stay on a job. Every working professional knows that the more skills they develop, the better their resume looks. It also boosts morale knowing that your employer wants to invest in your future and values your presence.

Competency Motivation Theory

The Competency Motivation Theory suggests that people are motivated to participate in activities when they feel competent. If we successfully complete a difficult task and are rewarded for it, we develop belief in that competence. By understanding the theory, you can help to motivate your employees in their own skills and competencies development.

With the right development opportunities and positive reinforcement, employers can inspire their workers to achieve more. As confidence rises, employees become more engaged and tackle more challenging tasks. Higher levels of competence also lead to improved self-esteem. This is likely to improve employee job satisfaction and consequently their performance levels.

Start by assigning tasks that your employees have a personal interest in. Make them slightly challenging and adjust the difficulty accordingly. Offer regular feedback and positive reinforcements. Ensure you listen to their feedback, too.

Methods to Engage Employees in Skills Development

To achieve a culture of constant development, you’ll need to engage your employees. There are several ways to do so, including incentives, mentoring, stretch assignments, and open communication.

1. Rewards and Incentives – There’s no better way to motivate someone than by rewarding their hard work. Show appreciation and recognize those employees that are dedicated to learning and expanding their skills. Whether it’s a simple shoutout in a meeting or a monetary reward, this approach can boost enthusiasm to engage and develop.

2. Mentoring/Coaching – It always helps to achieve something when you speak to someone like-minded. Connect employees with others who can guide their learning. They know they have a support system that they can turn to if they have any concerns or require guidance. Mentors can show them how certain skills fit in a senior role and motivate their aspirations.

3. Stretch Assignments – Give your employees assignments that stretch their capabilities. You don’t want them to feel like their careers are stagnating. These kinds of tasks put them in challenging positions where they use existing skills and learn on the go. Rather than scaring them, you allow them to develop their skills in hands-on situations that are meaningful to the organization.

4. Open Communication – Motivated employees will have their own interests that drive their careers. If you force them to perform tasks that don’t benefit their career goals, they’ll leave. Discuss skills and competencies rather than a job title or role. Demonstrate how they can be transferable so employees can see where this skill development can take them. Align company goals with their personal goals.

5. Talent Profiles – Create talent profiles for each employee so they can see their achievements across their career. You can keep a record of their goals and organize milestones into achievable timelines. For employees, this can motivate their skills development as it offers a career trajectory. These can be accessed in regular reviews or check-ins.

You’re Ready to Engage

Skills development is undoubtedly a must if you want to remain competitive in your industry. It’s worth investing in the talent you’ve already got. But to develop skills and competencies in your organization, you’ll need engaged employees.

Consider the Competency Motivation Theory and how you can develop employee confidence in their competence. We discussed five different methods of engaging employees in skills development. If you implement these into your workforce, you’ll have a motivated team with increased productivity and a drive to succeed alongside your organization.