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7 Strategies to Build a Resilient Talent Ecosystem for the Great Reskilling

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HR Daily Advisor – by Ashley Kontos

7 Strategies to Build a Resilient Talent Ecosystem for the Great Reskilling

Human resources (HR) leaders are deeply familiar with the Great Resignation and the millions of individuals who quit their jobs over the past few years. However, it is likely that many aren’t as aware of an equally important development known as the Great Reskilling. This momentous transformation represents the growing desire among employees for roles that provide a sense of meaning and accomplishment, as well as pathways for personal growth and opportunities to learn new skills.

The American Psychological Association outlines the new expectations from today’s workforce in its 2024 Trends Report, stating that in the wake of the pandemic and other technological trends like artificial intelligence (AI), people across different vocations are rethinking what they want to get out of their work – namely, jobs that deliver satisfaction, growth, and stability. Nevertheless, due to misalignments between employees’ understanding of their skills, unclear job and skill expectations, learning opportunities, and the demands of their roles, many don’t feel secure and will resign in search of greener pastures.

Of course, lack of growth opportunities and feelings of skill disparity aren’t the only reasons employees quit. Still, for organizations to effectively retain employees amid the Great Reskilling, their HR teams must deploy talent-nurturing strategies emphasizing continuous learning and professional development. This approach will create a resilient talent ecosystem that will not only help reduce turnover and related costs but also foster an agile workforce that can adapt quickly to emerging challenges and stay competitive.

Continuous Learning

An essential aspect of any talent-nurturing strategy is that it promotes continuous learning. Training shouldn’t end once the onboarding process is complete but should be a constant part of life for any employee. Companies can strengthen staff retention by investing time and resources in their workforce through the structured rollout of training, education and mentorship programs. Skill assessment and development workshops will also allow employees to identify pathways for professional growth. These efforts will likewise demonstrate to employees how much their employer cares about their personal development, strengthening retention.

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