The American workforce is quitting at an exponential pace. To add fuel to the fire, quiet quitting has become a rising challenge in the workspace. In fact, studies show that 50% of U.S. workers are “quiet quitters” who have chosen to stop going above and beyond in the workplace.
Are you wondering how to retain your best talent amidst current and upcoming employee retention challenges? Cross-skilling is the solution.
Cross-skilling, popularly known as worker multifunctionality, focuses on training employees in new skills to efficiently manage multiple responsibilities beyond their current roles. For instance, a social media executive can expand their skillset by learning additional digital marketing skills, like SEO. This new skill enables the employee to improve cross-functional productivity and performance for the organization’s digital presence.
Rather than being confined to one area, cross-skilling gives employees the flexibility to learn and perform tasks outside their niche of expertise. This enables your workforce to stay relevant in a volatile market. Moreover, with the right strategies, employees can easily move to different roles within the organization, further increasing mobility and retention.
The are several benefits of investing in cross-skilling for your employees. These benefits include…
Several visionary companies are making positive strides toward employee cross-skilling to ensure internal progression. As we mentioned, employees feel valued when the company invests in their career growth. This propels them to stay loyal to the company for the long-haul.
Now that we know what cross-skilling is, let’s explore how to design an effective on-the-job cross-skilling program for your organization.
With digital acceleration in the U.S., new roles have emerged to cater to business innovation needs. Defining these roles and outlining the responsibilities is crucial for boosting operational efficiency.
Once you define the roles by function, research, identify and benchmark the trending skills for each role. Create a skills catalog and update it regularly as the skills are changing quickly due to continuous digital advancements.
Using this skill catalog you created, determine the employees in the specific business areas who will benefit by taking up the new responsibilities in addition to their current roles. Have a one-to-one conversation with the employees to discover their career aspirations and help them understand how the responsibilities will contribute to their career growth.
The employee’s interest in cross-skilling is of paramount importance. An employee interested in the new role will take the initiative to develop the new skill, while an uninterested employee will look at it as an albatross around the neck.
Planning is crucial to ensure that you are headed in the right direction. So, plan the entire cross-skilling journey. Use the skill catalog as a base and design resources for each unique skill. Determine whether you will use one format or have a conglomeration of various learning formats like blogs, webinars, videos, etc., and create a blended learning pathway.
Choosing the right methodology is pivotal for making any cross-skilling initiative successful.
Below are a few methodologies to cross training your employee:
It’s critical to measure the effectiveness of your skilling programs. Take feedback from your employees to understand if the cross-skilling programs have helped them manage their new tasks efficiently. Then, work to further understand their learning needs. Based on the feedback, tweak your skilling programs and make them more impactful to capture the interest of your employees.
The right technology plays a significant role in making a new strategy successful in the organization. Cutting-edge L&D technology, like Disprz, can be your helping hand in cross-skilling your employees. An end-to-end learning platform enables enterprises to unlock the potential of employees.
By leveraging a learning platform for cross-skilling, you can give employees the flexibility to explore skills that interest them, all while driving learning initiatives that seamlessly blend with your employee’s flow of work. AI-powered learning platforms also provide personalized and intelligent learning recommendations based on an employee’s unique cross-skilling needs.
You can gauge employees’ readiness for the new roles through self or manager skill assessment. Based on their proficiency level for different skills, you can then use the platform to create standard learning pathways to cross-skill your workforce. All the learning data is streamlined in one place. So you can easily track the learning progress and make real-time amendments to drive a successful program.
Cross-skilling is a great strategy to make the most of the existing talent amidst the ongoing US inflation. Give the employees reasons to stay by focusing on their growth with unwavering determination. The right technology can help you drive impactful learning programs at scale to get the best ROI and improve retention.
Debashree is an adept Content strategist, curator, and our go-to for all things content at Disprz. She is a part of the Content Marketing team and handles content around enterprise learning and skilling for our website and social media. Debashree also spearheads the creation of our high-quality thought leadership content, our Purple papers. With a rich background working with B2B and B2C organizations in health tech, ed tech, hospitality, and more, she currently focuses on curating informative content around generative AI, skilling, and learning. Debashree boasts a distinguished career with over 6 years of expertise in content management. She holds a degree in Aeronautical Engineering from Visvesvaraya Technological University, Karnataka.
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