Editor’s Note: As we completed a challenging and unique year and entered a new one, the Training Industry editorial board asked training leaders to write their reflections on 2020 and projections for 2021. This is a series of “What has changed and what has not?” : Summing up the results of 2020 and planning for 2021, ”is the result. Also, don’t miss our infographics, “5 tips on how to turn the riots of 2020 in the direction of 2021: understanding from learning leaders”, who shares thoughts from the series.
For decades, people have been taught that there is a clear path through life that has been the secret to success: get four years in a respected college and don’t give birth early, and all will be well. However, for millions this direct line to success proved inaccessible.
The wind of change began to blow a few years ago, fueled by a lack of talent and despair by employers, leading to a more skills-based approach to hiring and developing employees. Then that wind of change intensified when Hurricane Crown hit in 2020. There is no safety in the storm. No one is insured.
This storm turned the idea of a “straight road plan” upside down. Whether a person has been forced to apply for unemployment, has been fired, has taken on new tasks in his or her current role to cover redundancies, or is a business owner who has had to close, there are no clear “next steps” for the journey of uncertainty that none of the living have ever traveled. This has forced employees to ask more questions than ever, evaluate themselves and their profession and be more creative to prove their worth and transferable skills.
Right now outside the window. People are afraid of the unknown, upset by the bumps in the road and do not know where to turn. So what can we do to bring back the workforce with difficulty?
Lessons Learned 2020: The Importance of Retraining
In the 2020 workplace, the importance of skills that can be transferred has increased like never before. Before the pandemic, most people asked, “What do I want to do?” In 2021, the biggest question millions of people will ask themselves is, “What else can I do?”
While some of these people may return to the job and business they were in before, many may decide to move to a new job or even a new career. Some may feel overwhelmed by what seems uncertain about the future and move on to what feels safer – a natural reaction to something as shocking and disturbing as the level of job loss witnessed by the world last year.
Previously, the phrase “portable skills” most often referred to the skills needed to enter the technology industry. Now those looking for work are looking for the skills they have can be transferred to any industry that employs. The COVID era has made jobseekers doubt what their skills are and how else they can gain those skills, especially in sectors that thrive in a pandemic.
In turn, job seekers are more willing to retrain to find work. In fact, recently Strada Education survey35% of respondents said they would change their field of activity if they lost their jobs – which, given the number of unemployed, means that this year we may have almost 20 million people who want to change the situation. These individuals will need the right resources to reschedule their plan – they may not find it. “on work, ”at least for now.
Planning for 2021: Bridging the Gap
Millions of American workers are now in a position where they are looking for any job that will pay the bills. Typically, people looking for “any job” to recover from a financial loss or job loss want to better understand their skills and how they can apply them to another career. However, people often find it difficult to understand how they can apply their skills in another career, and for this they need special support.
As a result, educational institutions, government agencies, and workforce development organizations need to update their own offerings to provide short training that is resistant to COVID-19. This training should meet the special needs of employers in the industry and should aim to quickly help employees identify skills and areas of success that they can apply in other areas of work. Deep immersion in a person’s desire to work through a survey of career interests and substantial (soft) skills assessment, together with coachingwill help individuals in this position explore a wide range of career opportunities.
Employers should also be open to hiring outside of their comfort zone and allow professionals to expand their skills after a resume. Therefore, they must recognize that great candidates may be people they have not hired in the past – people who may look different, sound different, have different backgrounds or have no or no education at all. education. Employers need to see that the risk of hiring someone they have not previously considered can bring more benefits to the company in the long run.
Innovative workforce development programs and a new way of thinking about the traditional way forward to improve performance in 2021 and beyond. At the same time, when the “straight path” feels more uncertain than ever, it is important for the workforce to remain resilient, flexible, and open to retraining to chart a new career path.