Until not long ago, working life It consisted of training, obtaining a degree and developing a professional career without too many shocks in terms of changes in companies or new training or training, since the market did not demand it and was quite stable. Someone could, in fact, retire in a company after a working life of performance and loyalty to it, rewarding the many years worked as something meritorious.
However, these dynamics seem to have been left behind and we must be prepared for a continuous learning or what is known with anglicism “lifelong learning”. Now, working life is also linked to a life of continuous learning to adapt to technological changes and the speed of digital.
The working environment of the 21st century is, in this sense, very different, marked by a permanent connection to digital media, and the exponential and continuous development of technological tools applied to any field of knowledge and professional sector.
Staying out of these changes is already impossible for almost anyone due to the frenetic and changing pace in which we live. According to data from the World Economic Forum, much of the skills of workers in many companies will change in the coming years and, According to some studies, by the year 2030, between 75% and 85% of the jobs that will be in demand do not even exist.
So how can companies and their teams deal with this situation?
In recent years, companies have been including new concepts in their vocabulary and strategy given the competitiveness, market instability, possible loss of talent and the urgent need to have people capable of adapting to the critical demands of the organization at all times.
Importance of reinvention
Two of the most important have acquired are the so-called ‘reskilling‘ and ‘upskilling‘. While the first concept has to do with the labor recycling with the aim of perfecting the profile of the professional and that it is as aligned as possible with the current demands of the companies; the second is related to the improvement and optimization of work performance and performance the area of specialization of the worker.
These processes are important, according to TherapyChat, for several reasons:
- Coping with the technological gap and the digital divide, through the improvement of digital skills to deal with the changing and demanding environment.
- retention of people and reduction of turnover and voluntary resignations among our human capital, improving the perception and loyalty of the employee with their organization, since it is understood that they are invested in to improve their performance and professional career.
- Development of Corporate Social Responsibility. The companies that develop upskilling and reskilling they are involved in the continuous social and labor evolution, equipping their members for this adaptation and improving its social image. They are aligned with the United Nations (UN) Sustainable Development Goals (SDGs).
- Improvement of the work environment and positive culture of the company. Employees trained and developing their potential are more motivated and capable people, which results in a favorable environment at every level of the company.
