There’s a lot that’s been said and written recently about the Fourth Industrial Revolution and the Employee Experience Revolution. Concurrent to these is the Great Skills Revolution — and it affects us all, both as individuals and as organizations.
According to the University of Phoenix’s 2022 Career Optimism Index, 52 percent of American workers say they are easily replaceable in their current position, and 41 percent worry about losing their jobs. And while employers seem to understand this, the disconnect is still significant: They fail to understand how acute employees' need for career advocates is and how limited skill development opportunities are. However, it’s encouraging to note that 68 percent of workers say they would stay in their jobs if there were more opportunities to upskill.
The need to rethink existing skill-development frameworks isn’t just driven by skill gaps and the shorter half-life of skills, which will only continue to shrink as we move forward into the incredibly fast-changing workplace of the future; it’s also a way to drive value and happiness for employees, gaining their loyalty and commitment during talent shortages and the Great Resignation — and an evolved education program, where skills development and advocacy are prioritized, is absolutely critical in achieving this goal.
Join CLO for this conversation among learning leaders who are leveraging skills development as the connecting tissue between employee growth and motivation, the roles that employers need to fill, and the learning content needed to fill existing knowledge gaps.