The Power of Skills

Attrition is the number one or two challenge facing HR Leaders today, that they are seeking an answer for. The amount attrition is costing your enterprise, can be hundreds of thousands and into the millions. This is a serious bottom line and cultural impact. However every leader has an incredible asset to leverage and that is the skills of their people. In our next edition we will share techniques on impactful skills auditing.

This edition is sharing the top 3 methods for achieving results and reversing attrition from our Global Leader 100 Survey and insights from Abodoo's skills data intelligence team.

1.Re-skilling - Over 70% of people surveyed are saying they are reconsidering their job, career, and what they do. The pandemic has been a life changing experience for many and let's face it unless you had an incredible career guidance coach or super intuition in your late teens how we ended up in the jobs we have today is by chance. So it’s only natural that people are now thinking of having more meaning in their life and work and doing something that is more fulfilling. The opportunity for your enterprise to be that guiding light is incredible and to give your people access to a range of courses that will improve as well as future proof critical skills for the organisation. Furthermore and this is what will make the difference between a great organisation and an amazing one, let's bring programmes that support people to uncover who they really are, what are their work life goals and then how can the re-skilling align to support them in these objectives

2. Redeployment - The beauty of an incredible re-skilling program is that people will feel appreciated. That the organisation has supported them in aligning to a career path that is more fulfilling. When re-skilling has been completed you can find many of the roles you had skills shortages for can be filled now internally. I've witnessed a company redeploy over 10% of their people after re-skilling programmes and within months experience increasing retention and lower attrition. What’s key is that the right assessments and learning programmes are put in place and that hiring managers are open and not biased when it comes to internal skills matching for opportunities.

3. Skill sharing - A Mentoring programme in a virtual or hybrid environment can elevate the re-skilling programme to the next level by identifying potential mentors that can support workers looking to redeploy. Create an environment online where they can connect and if you have a virtual floor it enables others to see what is happening which can have a positive ripple effect. Rewarding the mentor also is important whether it's time off or indeed giving the additional resources for a wonderful work from home set up. Internal skills sharing is a programme where employees are encourage to create training programmes of their own to share skills. They can be company related or indeed a craft, hobby or general knowledge and make it available for others to access. One great example of this is a software developer creating a coding course for the children of employees.

In summary, attrition is not necessarily a bad thing but people feeling disengaged, leaving prematurely, the organisation struggling to refill roles and experience skills shortages can be. Whether you implement learning programmes to help your people rediscover who they are, offer new opportunities within the organisation or create internal skill sharing, this will have a positive impact on attrition.

If you would like to learning more about us go to www.abodoo.com

Abodoo is the leading skills mapping and inclusive skills matching platform to reduce attrition and future proof skills. Our skills audit provides the powerful insights so that your talent planning and learning programmes can accurately meet the future needs of the organisation.