reskilling vs. upskilling

Reskilling vs. Upskilling: What Is The Difference?

You may think that attracting and retaining talent is one of the main struggles that companies are facing because of the pandemic. While this is true, the need to close skill gaps may be even more critical, according to a McKinsey survey. Covid-19 accelerated the digitization of the workplace and reshuffled the job market, leaving many teams scrambling to adapt. As a result, employers have ramped up their investment in reskilling and upskilling programs

It’s worth it: 91% of companies and 81% of employees say that upskilling/reskilling has improved productivity at work, according to a Talent Lms survey conducted in collaboration with Workable and Training Journal. 

Here’s what you need to know about the differences between reskilling and upskilling so you can support your team and organization in keeping up with the future of work. 

Reskilling vs. upskilling 

“Before we dive into the difference between reskilling and upskilling, we need to understand what they actually mean,” says Christine Macdonald, co-founder of The Hub Events, a training provider for organizations. 

“Reskilling refers to learning a different or completely new set of skills. Upskilling refers to an employee learning additional skills to be better equipped to do their job.” 

Both have value, but context is key. According to Macdonald, reskilling can be required when an employee needs to learn a new skill set because their existing mode of work has become outdated and needs to be updated. It can also help workers move into a new position if their existing role becomes obsolete but their company is keen to retain them. 

Upskilling can take the form of an experienced developer needing to learn a specific programming language in-depth in order to adapt to the needs of a business or client. 

In this instance, the developer already has a strong foundation in programming, but upskilling can increase their ability and knowledge, which can make them an incredibly valuable asset,” says MacDonald. “Upskilling can also help close any skill gaps that might be having an impact on a company’s ability to operate effectively.” 

Both involve learning and developing skills, but the main difference between reskilling and upskilling is that the former refers to someone learning a whole new set of skills and even an entirely new job, while the latter is about expanding an existing skill set and area of expertise to be better equipped to do a job. 

How to decide between reskilling and upskilling 

Unsure whether your team needs reskilling, upskilling, or a bit of both? Don’t take the decision unilaterally, says Macdonald. The best thing you can do is ask team members about their struggles, goals and needs. “Within a company, line managers and HR leaders are often the ones who oversee and direct the training needs of employees. While this method can help keep skills updated across the board and help identify/target skill gaps, it can often leave employees feeling isolated,” she says. 

“To be truly effective, companies should always ensure that employees are able to consult with managers and have a say in their training needs.” Have one-on-one meetings with each one of your reports, ask people to take an employee engagement survey, look into industry trends, talk to other leaders and get curious about what’s going on and where things are heading. 

As an individual contributor, you may also be wondering which route to take. Macdonald recommends asking yourself a few key questions. For starters, are you happy with your role? If you feel secure in your area of expertise, upskilling is definitely the right choice. “This will allow you to stay at the cutting edge of your field, which will have a positive impact on your own personal career development and progress within the organization,” she says. 

On the other hand, if you’re not happy, it’s important to identify why. Is the role a good fit? Is there an area that would make you feel more fulfilled?  Is this something that can be solved with a new skill set? “If this is the case, it’s important to talk to your line manager and/or HR manager to discuss training options,” adds Macdonald. 

Another thing to consider is the speed at which your industry develops. “No skillset is truly future-proof. Today industries evolve at an astonishing speed – and so does the labor market,” says Macdonald. 

“There is always something more to learn, changes to adapt to and new technologies to use. If your role is at risk of becoming obsolete in the near future, opting to reskill can be an excellent way to develop your skills in a number of areas.” 

“If your role is more likely to consistently evolve, upskilling can be a great way to stay ahead of the curve, help you progress within your organization and your own personal development.” 

At the end of the day, both of these terms reinforce the need for growth and adaptation in the workplace. Whether or not you’re feeling the need to reskill or upskill, what is truly important to achieve success is that you foster a culture of continuous self-improvement for yourself and those around you.