From Obstacles to Opportunity: Boosting Skilling and Engagement Amid “The Great Stay”

Many Americans are currently facing financial and employment obstacles beyond their control. The Pew Research Center reports over a third (38%) feel that economic conditions are poor, and most (74%) admit they’re worried about the cost of food and other consumer goods. Combine that with the tough labor market, where 26% of job seekers aren’t looking for new roles simply because the market is so difficult, and you’re left with employees who are staying in their current roles out of fear – not passion or achievement. 

This phenomenon has been coined “The Great Stay,” and it’s taking a toll on employee engagement, motivation and productivity. However, instead of seeing this as a challenge, employers should view this as an opportunity to improve employees’ sense of growth and professional development, which can be accomplished in part through tailored upskilling and learning opportunities. 

 

Understanding the Employee Perspective 

Just a few years ago, The Great Resignation wreaked havoc on the labor market as millions of Americans left their jobs. While there were various factors that impacted employees’ decisions to leave, a report from Cengage Group found that a whopping 83% of those who resigned said they felt like they were no longer growing in their positions. 

Now, the story has changed. While some employees are still feeling a lack of growth, it’s mainly external factors, like economic fears, preventing them from exploring new jobs or opportunities. This lack of mobility can make their current role feel dull or uninspiring, which can be difficult to break out of. However, through the support of employers looking to reengage employees, it’s possible to change the narrative of The Great Stay and overcome the obstacles it’s creating in the workforce.  

Accomplishing this requires creating a culture where employees feel comfortable expressing the resources they need and initiatives they want to pursue, which can include: 

• Exploring different learning pathways: Relying on the same old training methods can quickly become lackluster. To stay engaged, employees need the flexibility to explore the type of skilling and learning pathways that work best for them, such as short-term credentials and training, or online certification programs.  

• Stronger mentorship: While motivation must ultimately stem from the employee, it’s important for employees to have someone they can lean on to push them toward their goals and identify areas where they may feel stuck. This is especially vital amid The Great Stay, as mentors can provide invaluable guidance and help employees navigate this challenging time.  

• Opportunities for skills development: When employees are able to focus on the skills and topics that pique their interest, upskilling goes from a routine procedure to a fun task that employees can look forward to. Additionally, giving employees the time and ability to upskill helps expand their industry knowledge, break them out of their usual routines and explore new skills they can later bring into their day-to-day responsibilities. 

 

Steps for Employers to Rebound Employee Engagement and Fulfillment 

Although employee retention rates are high, engagement just hit a 10-year low. But it’s not too late to reverse this trend. By strengthening skills development and career advancement opportunities, employers can start to reverse this trend and ensure employees feel valued. In turn, this can increase employee’s motivation and sense of fulfillment.  

There are several ways employers can do this, including: 

• Aligning desired training with in-demand skills: In any organization, employees may lack some skills, while showing an interest in learning others. The problem is it’s not always clear which skills are the most important to focus on. Employers can provide support by connecting with employees to understand any skills gaps that may be hindering them and identifying which skills will be most beneficial to their current or future role, providing them with a clear path to advancement. 

• Filling gaps with certifications: Some companies may lack the internal resources to upskill employees to their highest potential, or employees may express an interest in obtaining training or education outside of what is available within their workplace. When this happens, employers can leverage credential programs to expand their skillset and provide expertise needed to take them to the next level. 

Prioritizing upskilling and professional development not only make employees feel valued, but it also improves productivity. When employees feel excited to put their new skills to the test and motivated to push themselves toward new achievements, they’ll be more fulfilled and productive as a result. This can improve business functions throughout the organization and ensures that employers are fostering a healthy workforce. 

Regardless of where the labor market or economy stands, it’s essential for employees to feel they have the tools and motivation necessary to advance their skill sets and move forward in their careers. While The Great Stay has left many employees feeling stuck, employers can take this chance to bridge skills gaps and invest in their employees’ professional growth which in turn may drive continued loyalty.