Reskilling vs Upskilling: when to apply each strategy in your company
In a business environment that is evolving at breakneck speed, continuous training of teams has become a strategic priority. However, many organizations face a fundamental question: when to invest in reskilling and when to invest in upskilling? Understanding these differences can make the difference between stagnation and the successful transformation of your company.
What is reskilling and upskilling?
Upskilling consists of developing and perfecting employees' current skills within their area of expertise. It is like tuning an instrument they already know how to play, allowing them to play more complex melodies in their own professional field.
On the other hand, reskilling involves training employees in completely new competencies, preparing them for different roles within the organization. It is teaching them to play a completely different instrument, opening up new career opportunities.
What is the difference between reskilling and upskilling?
The fundamental difference lies in the scope and purpose of each strategy. Upskilling keeps professionals on their current path, improving their performance and expertise. A developer learning a new programming framework is upskilling.
Reskilling, on the other hand, completely reorients the career path. When that same developer learns data analytics to become a data scientist, he or she is undergoing a reskilling process. This strategy is more in-depth, requires a greater investment of time and resources, but can be crucial to organizational survival.
When to apply reskilling in my company?
Reskilling becomes essential in significant transformation scenarios. Consider implementing it when:
Process automation: When technology replaces traditional functions, reskilling allows redirecting talent to emerging areas rather than shedding valuable employees.
Changes in the business model: If your company pivots to new markets or services, you will need teams with completely different competencies.
Shortage of specialized talent: When outsourcing is difficult or costly, training internally through reskilling becomes the most strategic option.
How to implement a reskilling program?
A successful reskilling program requires strategic planning:
Identify future gaps: Analyze which skills you will need in 3-5 years and which will be obsolete.
Select suitable candidates: Look for employees with high learning potential, adaptability and genuine motivation for change.
Design customized learning paths: Combine theoretical training with supervised practice, ensuring a gradual and effective transition.
Establish clear metrics: Define indicators of success in both the learning process and performance in the new role.
The decision between reskilling and upskilling is not mutually exclusive. The most successful companies develop hybrid strategies that recognize individual and organizational needs, creating continuous learning ecosystems that drive both personal growth and sustainable business success.
At Qaleon we firmly believe that nurturing and growing talent is at the heart of any thriving organization. That is why we have developed GrowUpTalent®an innovative platform specialized in enhancing the online learning experience. This tool adapts to business needs, ensuring that every employee maximizes their potential and develops relevant skills in an ever-changing world.
With GrowUpTalent®with GrowUpTalent®, access customized courses that fit your business, and take advantage of global resources that will enrich your business talent.
