Meaningful opportunities to grow, contribute, and thrive at work are hallmarks of a great employee experience.
For enterprise HR leaders, this shift presents both a challenge and an opportunity. A dynamic skills-based strategy unlocks the potential of your workforce in ways that drive both personal and organizational success. But, according to Betterworks’ 2024 Skills Fitness report, 35% of HR leaders don’t feel confident in career advancement paths or opportunities for skill progression within their organizations.
That’s why we invited Ben Eubanks, chief research officer at Lighthouse Research & Advisory, to share his research into employee skills and development in our upcoming webinar, “Skills and AI: What Your Employees Think and What To Do About It.” Along with Sandra Loughlin, PhD, organizational psychologist and chief learning scientist at EPAM, Ben will delve into the link between being a learning organization, skills readiness, and ultimately, business agility and performance.
We spoke with Ben ahead of the webinar to learn more about how investing in skills can transform the employee experience.
Showcase each employee’s unique contributions
A dynamic approach to skills is fundamental to a great employee experience. Frequent skills conversations help you recognize each person for their full value, beyond just what’s written on their resume.
Yet, many organizations rely on static data, such as annual performance reviews or job history, missing the full spectrum of employee potential. “If we’re only looking at their past work performance, we’re missing some of the intricacies there,” Ben says. The best way to uncover an employee’s unique value is to truly listen to them. Skills appear in the flow of work, through interpersonal relationships, and in conversations about aspirations.
This dynamic and multifaceted approach to assessing skills helps employees feel seen as their full selves, not just snapshots of their resumes. Additionally, it recognizes both hard and human skills, bridging the gap between what employees are capable of and the full value they can deliver. By capturing conversations about individual strengths and aspirations in dynamic talent profiles, you can identify and amplify each person’s unique abilities. Skills conversations inspire career moves that can transform your business — and employees’ lives.
Connect people’s skills to meaningful business impact
When employees see how their skills align with business goals, their work takes on deeper meaning. Ben points out that asking employees about their aspirations — and showing how their skills fit into the bigger picture — creates a powerful sense of purpose. Collaborative skills conversations designed to help everyone find their place in the business can elevate your entire workforce.
“When we actually let people have a voice in what their opportunities are, ask them about what aspirations they have, start painting that picture and bringing those data points together, it allows us to get the most out of not just one or two people, but from all of our people,” he says.
Managers play a crucial role in this process. By engaging employees in conversations about their skills and opportunities, managers can place individuals in roles where they excel. While Ben acknowledges that managers’ plates are already very full, he says that simply listening to what people are interested in and offering a teaching moment can spark a passion in employees, helping them find their purpose.
Fuel career growth and long-term engagement
By prioritizing skills development, you can empower employees to grow in their roles and careers — ideally in your organization. Betterworks research found that employees often want to stay with their current employers, but often feel the need to leave because they don’t see growth opportunities.
Career growth is no longer a linear path but an evolving journey fueled by continuous skills development. AI can support managers and talent leaders in this effort by surfacing insights into employee strengths and opportunities. “This gives managers insights so they know where to plug their people in: the projects, the tasks, the training, the things that make them come to life,” Ben says.
By prioritizing skills, you cultivate a culture of growth that benefits both individuals and the organization. According to Lighthouse Advisory’s research, companies with learning cultures have a 44% higher likelihood of increased revenue and improved workforce retention. Employees see how their efforts contribute to measurable business outcomes, fostering stability and confidence in their roles. This approach not only retains top talent but also helps your organization adapt to future challenges. And achieving these grand outcomes all starts by listening to employees about their interests and abilities.
“It’s not about trying to create something new, not trying to recreate the wheel,” Ben says. “It lets us know what they’re about, tap into those strengths they already have, so we’re getting great work out of them — and helping evolve them for tomorrow.”
Register for “Skills and AI: What Your Employees Think and What To Do About It.”
Achieve business agility with a learning and skills strategy