For many employees, a job isn’t simply the act of doing some work and collecting a paycheck anymore. For example, Millennial employees live in what some are calling an “identity economy,” where they place value on their work and want it to have meaning. They’re demanding more thorough training, and they don’t want to stop learning or become stagnant in their roles.
While it is great that employees want to deliver more value to businesses, many organizations don’t have the processes in place to empower them to do so. As workers become more invested in skill development, HR departments and managers should offer employees more opportunities to grow and adapt. They need to consider how they can offer employees collections of valuable information to make skill-building convenient, accessible, and rewarding.
Our Guest: Ike Bennion and Henry Vasquez, Cornerstone
On the latest #WorkTrends podcast, I spoke with Ike Bennion, the director of product marketing, innovation and strategy at Cornerstone, and Henry Vasquez, manager of product management for Cornerstone’s Skills & Capabilities products. Ike has written and presented on various HR functions, including AI, recruitment, learning, content, and benefit strategy. Henry has 10+ years experience in software development with a strong understanding of enterprise knowledge management, talent management, and productivity software. Cornerstone is a founding member of the Velocity Network, which puts people in control of their data by helping them accumulate a digital wallet filled with their validated experiences, skills, certifications and licenses, and more.
Why should brands care about self-driven skills development?
“They should care because there’s a lot of redeployment of skills happening in the marketplace today,” Ike says. “We aren’t necessarily seeing job roles disappear while new jobs are created in their places. But we’re seeing skills move from position to position.”
Basically, to prepare employees for these changes, employers need to develop a library of resources that empower employees to learn.
“Employees need a robust library of resources at their fingertips to adapt to whatever the day looks like,” Ike says. “So for employers considering whether to offer this to employees, the question is: Do you want a competitively skilled workforce or do you not? If the answer is yes, then think about how you’re going to offer the right resources to the right employees.”
Personalizing the Skill Development Experience
Leaders need to take on the role of driving skill development, Henry explains. In short, they need to determine where individual employees will succeed and how they can grow. Once they’ve done that, they can offer badges, points, and other incentives to fuel people’s desire for skill development.
“If you can convince your leadership team to lead by example–watch webinars, take college courses, upskill–you can build an extremely effective skill development culture,” Henry says. “You can also offer regular career development check-ins to make sure employees are doing what they want to do. If you don’t create space for those check-ins, work just becomes tactical, and you’re not really focusing on the employee.”
Managers can inspire employees to focus on skill development by focusing on social engineering and currency. They can put skill development into the context of helping the company to succeed. This will drive people to want to engage with learning. Leaders can show their direct reports that hard work and upskilling has an impact and reward them for doing so.
“When you know everyone else is learning, it makes you want to get involved. By championing knowledge sharing, you’re motivating the people,” Henry says. “When you share knowledge and you’re being heard, your expertise is valued. And that creates a great social ecosystem of learning.”
I hope you enjoy this episode of #WorkTrends sponsored by Cornerstone. You can learn more about the value of self-driven skill development by reaching out to Ike Bennion and Henry Vasquez on LinkedIn.