Creating an Engaged and Resilient Workforce: The Growing Demand for Soft Skills Training

In today’s volatile and complex business landscape, the need for an engaged and resilient workforce has never been more critical. According to LinkedIn’s 2023 Workplace Learning Report, agility is the cornerstone of individual career growth and organisational success.

This agility is intrinsically linked to constant learning, making Learning and Development (L&D) a central, cross-functional, and strategic element in organisations. As we navigate through challenges such as talent disruption, inflation, and skills shortages, the growing demand for soft skills training emerges as a critical factor in fostering employee engagement and resilience.

This blog aims to delve into the various facets of creating an engaged and resilient workforce, emphasising the indispensable role of soft skills training.

The State of Learning and Development (L&D)

In an era marked by rapid technological advancements and ever-changing business dynamics, the role of Learning and Development (L&D) has evolved to become a cornerstone for organisational success. According to LinkedIn’s 2023 Workplace Learning Report, L&D is leading the way in building an agile future. For individuals, agility translates into career growth and relevance. For organisations, it equates to the ability to survive and thrive, even amid economic uncertainties.

L&D as a Catalyst for Agility

Agility is not just a buzzword; it’s necessary for individuals and organisations. It is the ability to adapt, learn, and pivot in response to changing circumstances. L&D plays a pivotal role in fostering this agility. By ensuring that everyone has the tools, career paths, and skills to succeed, L&D departments are becoming the architects of a resilient and adaptable future. They work across HR and other departments to align people strategy with business strategy, making agility a part of the organisational DNA.

The Central Role of L&D

Gone are the days when L&D was considered a peripheral function, limited to conducting training sessions and workshops. The 2023 Workplace Learning Report indicates that L&D is becoming more central, cross-functional, and strategic than ever before. Learning leaders leverage their influence to ensure that people and business strategies are inextricably linked. This major role enables L&D to have a broader impact, affecting various facets of the organisation, from talent management to operational efficiency.

A Cross-Functional Approach

The cross-functional nature of modern L&D allows for a more integrated approach to employee development. L&D professionals collaborate with departments like HR, Talent Acquisition, and Finance to create comprehensive learning programs. This cross-functional approach ensures that learning initiatives align with business goals, maximising their impact.

Strategic Importance

The strategic importance of L&D is underscored by its focus areas for 2023, which include aligning learning programs to business goals, creating a culture of learning, and improving employee retention. Organisations are increasingly recognising that their success depends on the success of their people. As a result, L&D is not just a department but a strategic partner that helps the organisation navigate the evolving future of work.

L&D is no longer a support function but a crucial strategic asset for creating an agile, engaged, and resilient workforce. Its role in shaping individual careers and organisational strategies positions it as a key player in the modern business landscape.

The Importance of Career Development and Internal Mobility

In an ever-changing work environment, the ability to adapt and grow is not just a luxury but a necessity. One of the most effective ways to achieve this agility is by focusing on career development and internal mobility. According to LinkedIn’s 2023 Workplace Learning Report, these factors are instrumental in making people and organisations agile.

Career Development as a Driver for Agility

Career development is not just about climbing the corporate ladder; it’s about equipping employees with the skills and knowledge they need to adapt to new challenges and opportunities. When employees see a clear path for career growth, they are more likely to engage in continuous learning, becoming more agile and adaptable. The report emphasises that “Progress toward career goals” is employees’ first motivation to learn. This shows that career development is beneficial for the individual and a strategic imperative for organisations aiming to build an agile workforce.

Internal Mobility for Organisational Agility

Internal mobility— employees moving to different roles or departments within the same organisation— is another critical factor in building agility. The report states that helping people make an internal move boosts retention and expands people’s networks and skills. This naturally creates organisational agility, as a workforce with diverse experiences and skills is better equipped to adapt to changes and seize new opportunities.

Empowering Employees: The Key to Success

Empowerment comes from providing employees with the tools and opportunities to grow. This includes everything from training programs and mentorship to clear pathways for internal mobility. Organisations that empower their employees in this way benefit from a more engaged, skilled, and, ultimately, agile workforce. The ultimate benefit, as highlighted in the report, is an organisation that can act quickly on valuable opportunities.

The Symbiotic Relationship

A symbiotic relationship exists between career development, internal mobility, and organisational agility. Employees given the tools and opportunities to develop their careers will likely be engaged and committed to their organisation. This, in turn, reduces turnover and increases internal mobility, thereby making the organisation more agile and better equipped to face future challenges.

In summary, career development and internal mobility are not just HR buzzwords but strategic imperatives for any organisation aiming to build an agile, resilient workforce. Organisations can set the stage for long-term success in an ever-changing business landscape by empowering employees with the right tools and opportunities.

Motivations for Learning

Understanding what motivates individuals to learn is crucial in the quest for personal and professional development. According to LinkedIn’s 2023 Workplace Learning Report, the number one motivation for employees to engage in learning is “Progress toward career goals.” This insight is not just a statistic; it’s a powerful indicator of the shifting priorities in the modern workforce and how it aligns with the growing demand for soft skills training.

“Progress Toward Career Goals” as a Driving Force

The report emphasises that employees are primarily motivated to learn when they see it as a pathway to achieving their career objectives. This is a shift from traditional motivations like mandatory training or skill upgrades. It shows that employees are now more focused on long-term career development and are willing to invest time and effort into learning if it helps them progress in their careers.

The Alignment with Soft Skills Training

Soft skills such as communication, emotional intelligence, and teamwork are increasingly recognised as essential for career advancement. These skills not only make employees more effective in their current roles but also prepare them for leadership positions in the future. The demand for soft skills training is growing because employees see these skills as critical to achieving their career goals.

The Symbiosis Between Career Goals and Soft Skills

There is a symbiotic relationship between career development and soft skills training. Employees motivated by career progression are more likely to engage in soft skills training, recognising its value in achieving their career objectives. On the flip side, organisations offering comprehensive soft skills training programs are more likely to attract and retain employees focused on career growth, thereby creating a more engaged and agile workforce.

A Win-Win for Employees and Employers

When employees are motivated to learn for career progression, it creates a win-win situation for both them and their employers. Employees get the skills they need to advance in their careers, and organisations benefit from a more skilled, engaged, and agile workforce. This alignment of motivations and organisational offerings in soft skills training is key to building a resilient and successful organisation.

In conclusion, the growing emphasis on “Progress toward career goals” as the primary motivation for learning is a clear sign of the times. It aligns perfectly with the increasing demand for soft skills training, making it imperative for organisations to invest in these areas to foster an engaged and agile workforce.

The Retention Challenge

In a competitive job market where employees have more options than ever, retention has become a pressing concern for organisations. The LinkedIn 2023 Workplace Learning Report underscores this issue, revealing that employee retention is a significant challenge that organisations are grappling with. However, the report also provides a solution: the number one way organisations are working to improve retention is by providing learning opportunities.

The Ongoing Concern

Employee retention is not a new issue, but it has gained heightened importance in recent years due to various factors such as the “Great Resignation,” remote work options, and the overall volatility of the job market. Losing experienced and skilled employees incurs financial costs and affects team morale and productivity. Therefore, organisations increasingly focus on strategies to keep their talent engaged and committed.

Learning Opportunities as a Retention Strategy

According to the report, offering learning opportunities is the most effective way to improve retention. This aligns with the broader trends discussed earlier, where employees are motivated to learn primarily for career progression. When organisations invest in learning and development, they invest in their employees’ futures. This helps in skill-building and fosters a sense of loyalty and engagement among employees, making them less likely to seek opportunities elsewhere.

The Role of Soft Skills Training

Soft skills training plays a crucial role in this context. As discussed, employees increasingly recognise the importance of soft skills for career advancement. Organisations that offer comprehensive soft skills training programs are not just meeting a demand but are also creating an environment where employees feel valued and invested in. This powerful retention strategy benefits both the individual and the organisation.

A Strategic Approach to Retention

Retention is not just an HR issue; it’s a strategic concern that affects the entire organisation. By aligning learning opportunities with career development goals, organisations can create a more engaged workforce that is skilled and committed to the company’s success. This strategic approach to retention is becoming a standard best practice, as evidenced by its prominence in the LinkedIn report.

In conclusion, the retention challenge is real but not insurmountable. By focusing on providing learning opportunities, particularly in soft skills training, organisations can significantly improve their retention rates, creating a more stable, engaged, and agile workforce.

Internal Mobility as a Retention Strategy

In the quest to retain top talent, organisations increasingly look beyond traditional perks and benefits. One strategy that is gaining traction is the focus on internal mobility. Helping people make an internal move boosts retention and creates more organisational agility. Let’s delve into why internal mobility is becoming a cornerstone in modern retention strategies.

Boosting Retention Through Internal Moves

Internal mobility allows employees to move to different roles or departments within the same organisation. This strategy serves multiple purposes. First, it addresses the human desire for change and growth, increasing job satisfaction and engagement. Second, it provides employees with new challenges and learning opportunities, which aligns with the top motivation for learning: progress toward career goals. When employees see that they have room to grow within their current organisation, they are less likely to seek opportunities elsewhere, boosting retention rates.

Building Workforce Skills

Internal mobility is not just beneficial for retention; it’s also a powerful tool for skill-building. When employees switch roles or departments, they are exposed to different aspects of the business, from operations and marketing to finance and human resources. This cross-functional experience enriches their skill set, making them more versatile and valuable to the organisation. It also fosters a culture of continuous learning, as employees are naturally inclined to upskill when they transition to a new role.

Creating Organisational Agility

One of the less obvious but equally important benefits of internal mobility is its impact on organisational agility. When employees move internally, they bring a unique set of skills and perspectives gained from their previous roles. This cross-pollination of ideas and skills can lead to more innovative solutions to business challenges. Moreover, an organisation with a versatile workforce is better equipped to adapt to market changes and seize new opportunities, making it more agile and competitive.

A Holistic Approach to Retention

Internal mobility should not be viewed in isolation but as part of a holistic approach to employee retention. It complements other strategies like offering learning opportunities and focusing on career development to create a comprehensive retention plan. Organisations that adopt this multi-faceted approach are more likely to succeed in retaining their best talent.

Internal mobility is more than just an item on the HR wishlist; it’s a strategic imperative for organisations aiming to boost retention and build a skilled, agile workforce. By helping employees make internal moves, organisations keep their talent engaged and prepare themselves for the challenges and opportunities of the ever-changing business landscape.

The Role of L&D and Talent Acquisition in Internal Mobility

The success of internal mobility strategies doesn’t rely solely on one department’s shoulders; it requires a collaborative effort between Learning and Development (L&D) and Talent Acquisition. These two functions play complementary roles in driving the success of internal mobility initiatives. Let’s explore how they can collaborate to create a seamless and effective internal mobility program.

Collaborative Efforts for Success

The first step in a successful internal mobility strategy is to break down the silos between L&D and Talent Acquisition. While Talent Acquisition is traditionally focused on external hiring, its expertise in developing a culture and process for hiring is invaluable for internal mobility. On the other hand, L&D, focusing on skill-building and employee development, can provide the necessary paths and resources for employees to grow within the organisation.

Talent Acquisition: Building Culture and Process

Talent Acquisition plays a crucial role in setting the stage for internal mobility. This involves creating a culture that encourages internal moves and developing processes that make it easy for employees to transition to new roles. This could include things like internal job boards, clear guidelines for internal applications, and even “internal career fairs” where employees can learn about opportunities in different departments.

L&D: Providing Skill-Building Paths and Resources

Once a culture and process for internal mobility are in place, L&D steps in to ensure that employees have the skills they need to succeed in their new roles. This could involve creating tailored learning paths, offering mentorship programs, or providing resources like online courses and workshops. The goal is to make the transition as smooth as possible, ensuring that employees are set up for success from day one in their new roles.

A Reciprocal Relationship

The relationship between L&D and Talent Acquisition in the context of internal mobility is reciprocal. Talent Acquisition identifies the roles that need to be filled and creates the framework for internal moves, while L&D ensures that employees have the skills they need to fill these roles successfully – and so the process continues. Together, they create a robust internal mobility program that benefits the individual employees and the organisation.

The Bigger Picture

It’s important to note that internal mobility is not just a retention strategy; it’s also a talent optimisation strategy. Organisations optimise their talent pool by enabling employees to move to roles where they can offer the most value, thereby driving greater business success.

In conclusion, the collaboration between L&D and Talent Acquisition is vital for the success of internal mobility initiatives. By working together, these departments can create a culture that retains talent and optimises it, setting the stage for long-term organisational success.

How ted Learning Can Support The Growing Demand for Soft Skills Training

In a world where technical skills are often the focus of professional development, the growing demand for soft skills training is a trend that cannot be ignored. Organisations increasingly recognise the value of soft skills such as communication, leadership, and emotional intelligence in achieving business success. This is where ted Learning comes into play, offering a unique and practical approach to soft skills training.

Dramatically Different Approach to Learning

Ted Learning is different from your typical training provider. We use a “theatre-based experiential learning” approach to make training dramatically different, engaging, and fun. This method is particularly effective for soft skills training, where the nuances of human interaction can be best understood through real-life simulations and interactive activities.

Customised Learning Solutions

We offer both ready-made products and fully bespoke courses, allowing organisations to choose the approach that best suits their needs. Whether you’re looking for off-the-shelf solutions or a completely customised training program, ted Learning has the expertise to deliver. Our drama-based approach can be tailored to address specific soft skills crucial for your organisation.

Professional Actors and Specialist Trainers

One of the standout features of ted Learning is using professional actors and specialist trainers to bring the learning experience to life. This adds an extra layer of realism to the training, making it more impactful and memorable. It’s an innovative way to teach soft skills, often best learned through experience and interaction rather than traditional classroom instruction.

Continuous learning with the ted HuB

ted Learning also offers a digital platform called the ted HuB, which provides additional content to continue the learning journey. This ensures that the training doesn’t end when the workshop does but continues to be a part of the employees’ daily lives, reinforcing the soft skills learned during the training.

ILM Approved Centre

As an ILM approved centre, we also offer accredited programs, adding credibility and value to our training courses. This is particularly beneficial for organisations looking to invest in leadership and management training, key areas of soft skills development.

Aligning with Business Goals

We work hard to ensure that all learning is embedded into your business, delivering long-term success and a more engaged team. This aligns perfectly with the growing demand for soft skills training, which is about individual development and achieving organisational objectives.

ted Learning offers a unique and effective solution to the growing demand for soft skills training. Our theatre-based experiential learning approach, combined with our flexibility and focus on continuous learning, makes us an ideal partner for organisations looking to invest in soft skills development.

Conclusion

Creating an engaged and resilient workforce is more critical than ever in today’s rapidly evolving business landscape. The importance of soft skills training in achieving this goal cannot be overstated. From LinkedIn’s 2023 Workplace Learning Report to various surveys, the data consistently shows that employees seek career development opportunities and are motivated by progress toward their career goals. Organisations concerned about employee retention are turning to learning opportunities as a primary strategy, with a particular focus on soft skills training.

Key Takeaways

• Employee Retention: Organisations are increasingly concerned about retaining talent; offering learning opportunities is the top strategy to address this.
• Career Development and Internal Mobility: These are not just buzzwords but strategic imperatives for creating an agile and resilient workforce.
• Motivations for learning: “Progress toward career goals” is the primary motivation for employees to learn, aligning perfectly with the growing demand for soft skills training.
• Role of L&D and Talent Acquisition: These departments must collaborate to create a culture that retains talent and optimises it, setting the stage for long-term organisational success.
• ted Learning: With its unique theatre-based experiential learning approach, ted Learning offers a dramatically different, engaging, and effective solution for soft skills training.

The time to act is now. Investing in soft skills training and career development opportunities is not just beneficial for your employees but is also a strategic move that will drive long-term success for your organisation. If you need help rolling out an effective soft skills training program, consider talking to Justin Smith-Essex, the founder of ted Learning. His expertise and innovative approach can give you the insights and tools you need to create an engaged, skilled, and resilient workforce.

In summary, the growing demand for soft skills training is a call to action for organisations to invest in their most valuable asset: their people. By doing so, they not only enrich the lives of their employees but also set the stage for organisational success in an ever-changing business environment.

References: LinkedIn. (2023). Workplace Learning Report. Retrieved from https://learning.linkedin.com/resources/workplace-learning-report