Posted 8 days by Jonny Grange
In today’s fast-paced world of work, keeping up isn’t enough. Staying ahead is what counts. That’s where upskilling comes in.
As a recruitment agency, we’ve seen first-hand how investing in skills development can help businesses not only attract top talent but also retain it and drive long-term growth.
Whether you're navigating digital transformation or trying to close internal skills gaps, upskilling your team isn’t just a “nice to have”. It’s a strategic move and part of a broader upskilling strategy that supports long-term success.
In this blog, we’ll help you understand what upskilling really means, why it matters, and how to do it right.
What’s the difference between upskilling & reskilling?
Before we dive into the “how”, it’s important to get the terminology straight. Upskilling and reskilling are often used interchangeably, but they serve different purposes.
Understanding the distinction can help you better plan your talent development strategy. So, with that in mind we thought we would break down the definitions of upskilling and reskilling:
What is upskilling?
Upskilling is all about helping your current team build on their existing skill set. Think of it as levelling up. It’s about giving employees the tools and skills and knowledge they need to stay effective in their current roles as the demands of those roles evolve.
This might involve learning a new piece of software, improving digital capabilities, or sharpening strategic thinking.
For example, if your marketing team is already strong on content creation but needs to understand SEO better, upskilling would involve training in that specific area to help them add even more value in their roles.
What is reskilling?
Reskilling, on the other hand, involves preparing someone to move into a different role altogether, usually because their current one is becoming outdated or redundant. It’s about taking existing talent and supporting a shift in career direction within your organisation.
This could involve retraining a traditional print marketer in digital performance marketing, or supporting a sales support team member to transition into a customer success role.
When done well, reskilling and upskilling protect jobs, retain great people, and strengthen your internal mobility strategy — all of which contribute to a more resilient workforce.
Why upskilling is important for employees
As recruiters, we often speak to candidates who are looking for more than just a payslip. They want progression, purpose, and personal growth. When employers invest in upskilling initiatives, it sends a clear message: we’re invested in you. Here’s why that matters.
Feel valued.
When you offer opportunities for learning and development, employees feel seen and supported. That sense of being valued is powerful. It builds loyalty, boosts morale, and encourages people to go the extra mile. It’s one of the most effective ways to show your team they matter beyond their day-to-day output.
Career advancement.
Upskilling gives employees a clearer career path to move forward in their careers. Whether it’s stepping into a leadership role or taking on more strategic responsibilities, people want to know there’s room to grow. When that growth is supported internally, they’re much more likely to stick around and achieve their long-term career goals.
Read more: How to create a career development plan
Personal development.
It’s not just about job titles. Upskilling can help people become more confident, curious, and motivated. When employees learn new skills, they feel more competent, and that spills over into better collaboration, stronger decision-making, and a more proactive mindset across the board.
Increased job security.
When people feel equipped to adapt and keep pace with change, they naturally feel more secure in their roles. Upskilling reduces the risk of redundancy and helps individuals stay relevant as technologies and workflows evolve. It also reassures your team that you’re invested in their long-term career development.
Higher engagement and motivation.
An engaged team is a productive team. Learning something new can reignite passion and motivation, particularly when that learning is clearly linked to real career opportunities. When people see that their employer is actively helping them succeed, it builds a strong sense of purpose and employee engagement.
Benefits of upskilling employees
Upskilling doesn’t just benefit employees — it’s a smart business move too. From reducing turnover to staying ahead of competitors, the return on investment is clear.
Employee retention.
One of the biggest challenges businesses face is keeping hold of great people. Upskilling can be a game-changer here.
When employees feel like their employer is helping them grow, they’re far more likely to stay. It’s no coincidence that companies with strong learning cultures tend to have higher retention rates.
Read more: 8 effective employee retention strategies
Increases productivity.
Skilled employees are more confident, faster, and more effective in their work. Whether it’s mastering new tools or finding smarter ways to solve problems, upskilling helps teams work more efficiently. And that has a direct impact on your bottom line.
Competitive edge.
In a crowded job market, what sets a business apart often comes down to its people. Teams that are constantly learning are more innovative, more adaptable, and better able to meet shifting customer needs. Upskilling helps you stay one step ahead — particularly when building a future-ready workforce.
Cost-effective talent strategy.
Hiring externally for every new skill requirement can be time-consuming and expensive. Upskilling allows you to fill gaps internally, reducing recruitment costs and speeding up your time-to-productivity. It also means you’re building a stronger, more resilient workforce from within.
Stronger employer brand.
Word gets around. Businesses that are known for investing in people tend to attract better candidates. It strengthens your employer brand and helps you stand out in a competitive hiring landscape, especially in industries like marketing and tech, where digital skills and knowledge and continuous professional development are crucial.
Read more: How to create a strong employer brand
Common challenges in upskilling employees
While the benefits are clear, we also understand that upskilling isn’t always easy to implement, especially for growing businesses juggling multiple priorities.
Here are some of the most common barriers we see, along with thoughts on how to overcome them.
Not considered a priority.
For many businesses, upskilling tends to fall to the bottom of the to-do list. When you’re focused on day-to-day operations, it can feel like something to deal with “later”. But in reality, putting it off can create skills gaps that are harder and more expensive to fix down the line.
Upskilling shouldn’t be reactive; it’s most effective when it’s built into your long-term learning and professional development strategy.
Lack of time.
We hear this a lot — “we just don’t have time for training.” And we get it. Teams are busy, and asking people to carve out time for learning can feel unrealistic. The key here is flexibility.
Microlearning, on-the-job training, or short virtual sessions can make professional development feel more manageable and less disruptive to everyday work.
Budget constraints.
Training budgets aren’t endless, especially for SMEs. But upskilling doesn’t have to mean costly courses or major programmes. Internal mentoring, job shadowing, or even access to curated online content can be cost-effective ways to build skills.
And let’s not forget, replacing an employee can cost significantly more than investing in their development.
Resistance to change.
Change isn’t easy, and sometimes employees can be hesitant to learn new systems, tools, or approaches. That’s often down to fear: fear of failure, fear of added pressure, or fear of the unknown.
Open communication and involving staff in the planning process can help reduce resistance. When people understand the “why” behind the change, they’re more likely to embrace it.
No clear path or framework.
A lot of organisations want to upskill their teams but don’t know where to start. Without a structured approach, it’s easy for training to become ad-hoc or inconsistent.
This is where having a clear workforce development framework, or working with a recruitment partner who understands your industry, can really help.
We often support clients in identifying skill gaps and building bespoke employee development plans that align with their business goals.
Read more: How to nurture employee career development
How to upskill employees
Upskilling doesn’t need to be complicated, but it does need to be intentional.
Here are some proven strategies we’ve seen businesses use to successfully develop their teams, whether they’re working with large learning budgets or starting small.
Start with a skills gap analysis.
Before you dive into training, it’s important to understand where the gaps are. Look at your current team’s skill sets versus what the business needs now and in the future.
This could be as simple as a manager-led review, employee self-assessments, or using a structured framework like a competency matrix. Once you have that insight, you can plan targeted development that makes a real impact.
Create personalised learning pathways.
Upskilling works best when it’s tailored to the individual. Not everyone learns the same way, and not every role requires the same development.
Some employees might need technical training; others might benefit from leadership coaching or soft skills development.
Wherever possible, give people some choice in how and what they learn. It increases buy-in, engagement, and motivation — and helps align learning with long-term career goals.
Use a mix of learning formats.
Variety is key. Combine formal training (like courses or certifications) with informal learning (like mentoring, job shadowing, or stretch assignments).
Encourage knowledge-sharing between teams, or set up “lunch and learn” sessions. Blended learning keeps things interesting and gives people more opportunities to absorb and apply new skills.
Leverage external support.
Not every organisation has internal L&D teams — and that’s okay. There are brilliant platforms, providers, and recruitment partners (like us!) who can help.
Whether it’s bringing in a subject matter expert, finding role-specific training for your marketing team, or developing a company-wide upskilling programme, working with a recruitment partner can really streamline the process.
Track progress & celebrate success.
Upskilling should feel rewarding, not just necessary. Track progress through performance reviews, feedback loops, or mini-assessments.
But don’t forget to celebrate wins along the way. Acknowledging growth, even in small steps, keeps momentum high and reinforces a culture of continuous improvement.
In a world where industries are shifting faster than ever, upskilling employees isn’t just a response to change. It’s a way to lead through it.
We’ve seen that when businesses prioritise learning and development, they don’t just futureproof their teams — they build cultures where people feel motivated, valued, and ready to grow.
From improving retention to unlocking new potential in your workforce, the ROI of upskilling initiatives is hard to ignore.
As a specialist recruitment agency, we work with employers every day who are looking not just for talent, but for people with the drive and adaptability to grow with the business.
Whether you're building your internal capability or bringing in fresh skills, we’re here to help you find the right people — and keep them.
If you're ready to build a stronger, more skilled team, get in touch. We’d love to talk about how upskilling can fit into your wider hiring strategy, and how we can support you every step of the way.
