Adapting in Action: Upskilling as a Strategic Response to Change

In today’s rapidly evolving landscape, upskilling is not only a cornerstone of workforce development, but also a strategic approach for enhancing organizational effectiveness and driving workplace efficiency. Compared to traditional training methods designed to facilitate long-term employee growth through formal, structured programs and curriculum, upskilling reflects a shift toward addressing immediate skill gaps and shifting organizational priorities. To build an agile and responsive workforce equipped to proactively respond to changing needs, organizations must adapt their approach by moving beyond traditional methods and leveraging upskilling as a dynamic process for skill development.

The question is… what is upskilling and how can organization’s do it successfully?

Upskilling Defined

Upskilling is a flexible and continuous process of equipping employees with new or enhanced skills to meet evolving organizational needs. It helps close critical skill gaps quickly and cost-effectively, enabling the workforce to stay agile, perform under pressure, and deliver on mission-critical goals. Upskilling is an impactful option when facing hiring constraints, resource limitations, increased performance expectations, and constant change.        

The Upskilling Process

At FMP, we use an approach to upskilling that is designed to be agile, iterative, and aligned with organizational priorities. The following steps outline our process for determining when to prioritize upskilling versus hiring, and the process for implementing upskilling solutions.

• Stay Aware: Monitor industry guidance, emerging trends, and evolving business priorities to ensure alignment with organizational goals and objectives.

• Identify Needs: Use available data to quickly identify and prioritize current and future skill needs/gaps.

• Choose the Right Approach (Upskilling vs. Hiring): Consider the following factors to determine the best method for addressing each need/gap.
  • Importance: Determine how critical the need/gap is to the overall success of the organization’s goals.

• Complexity: Evaluate how difficult the related skill is to acquire.

• Urgency and Timeline: Assess the immediacy of filling the need/gap and how long it would take to reach proficiency in the related skill.
  • Available Resources: Consider the workforce’s capability and readiness to learn, and your organization’s ability to support their learning.

Next, consider the relationship between these factors to determine whether to upskill vs. hire. For example, consider hiring when urgency is high and internal resources are limited or would require significant time to address the need/gap. Consider upskilling when internal staff possess foundational competence related to the need/gap or timelines allow for development.

• Implement Efficient Upskilling Solutions: For each prioritized need/gap, identify the associated skills and determine the most appropriate method(s) for acquiring them (e.g., self-directed learning, mentoring, AI tools, and microlearning). Focus on content that doesn’t need to be managed or maintained but empowers staff to seek out what they need, ultimately creating the framework for employees to be successful.

• Communicate Effectively: Ensure staff know what’s available and how to access it at the right time.

• Measure Impact: Focus on how upskilling improves organizational performance, not just individual development. Assess how well the upskilling process contributes to organizational goals, such as efficiency, cost savings, and mission success.

Conclusion

To stay competitive and resilient in today’s fast-changing landscape, and ensure your workforce has the skills needed to meet evolving demands, organizations must embrace upskilling not as a one-time initiative, but as a continuous strategy for workforce agility and long-term success.

Jessica McCrerey is a Managing Consultant in FMP’s Learning and Development Center of Excellence, bringing over 12 years of experience in helping organizations develop their people. With deep expertise in talent development, instructional design, and training evaluation, she collaborates with organizations to create innovative, hands-on learning experiences. Her work focuses on building essential skills that enable individuals and teams to grow with confidence, adapt to change, and succeed in today’s fast-paced, ever-evolving workplace.

Sarah Tucker is a Senior Consultant at FMP LLC, helping organizations diagnose and solve work-related challenges. She earned an M.A. in Industrial/Organizational Psychology from Middle Tennessee State University. Sarah has worked with organizations to improve their effectiveness in multiple capacities for five + years. She is passionate about improving work-life and making a lasting impact on the human capital environment.