How to Upskill Employees for the Future of Work

Digital transformation is reshaping industries, driven by innovations like generative AI (GenAI), big data, and cloud computing. These technologies are fundamentally redefining how we work and even changing how we approach the concept of work. As a result, employees are constantly needing new skill sets and technological knowledge. 

This shift has led to new and widening skill gaps across industries. According to a  Microsoft report, 65% of hiring managers report difficulty finding qualified talent due to a lack of digital skills. This prevents organizations and their employees from reaching important goals and achieving success. 

Companies need to embrace continuous learning to stay competitive, and most (68%) workers are willing to retrain and develop new skills.  It’s up to leaders and learning and development (L&D) teams to keep employees engaged and motivated. Organizations need to develop training programs that can address employees’ evolving needs and facilitate the development of digitally literate teams. 

In this article, we will explore the importance of upskilling and reskilling programs, highlight their differences, share best practices, and examine examples of effective corporate upskilling programs.

What Is Upskilling?

Upskilling is the improvement or expansion of an individual’s existing skill set to enhance an employee’s proficiency in their current role. This is a core component of L&D, along with onboarding, reskilling, and leadership development.

Upskilling is often driven by factors like automation, downsizing, and industry changes that render entire roles and skills obsolete. In this way, upskilling is not only beneficial but vital. By engaging in upskilling regularly, employees learn additional skills and enhance their current abilities to keep up with changes, develop professionally, and contribute to teamwide and organizational success.

Organizations are responsible for developing and delivering L&D programming, while employees are responsible for embracing continual improvement. According to Deloitte, 73%  of employees agree that organizations are responsible for developing their workforce, followed by individuals themselves (54%).

Examples of upskill training include:

• An IT professional learning advanced cybersecurity techniques to handle emerging security challenges.
• A digital marketer gaining expertise in new social media tools and analytics software to enhance marketing campaigns.
• Training a manufacturing worker on newer, more sophisticated machinery that has been integrated into the production line.

Upskilling benefits for employees

Here are some key ways upskilling provides employees with opportunities to grow as professionals and individuals:

• Enhanced professional growth: Upskilling enables employees to acquire new skills and expand knowledge, opening doors to promotions, higher-paying roles, and more challenging positions within their current organization or elsewhere.
• Increased job satisfaction: Learning new skills can refresh an employee’s interest in their role by providing a sense of accomplishment and confidence. Employees who feel more engaged and satisfied in their roles are more likely to contribute to a pleasant and collaborative working environment.
• Greater independence: Advanced skills allow employees to operate more autonomously and take on additional responsibilities.  Upskilling empowers them to drive projects, make decisions, and lead initiatives, which can further their career and personal development.
• Personal growth: Beyond professional development, upskilling stimulates the mind and boosts mental health. This ongoing development can lead to discovering new passions or deepening existing ones, enriching one’s personal and professional lives.
• Job security: Reskilling provides employees with a strong sense of job security by demonstrating their value to the company and willingness to grow with their organization.

Upskilling benefits for organizations

In a US Chamber of Commerce report on the top reasons to invest in skill-based retraining, most employers stated that it provides a substantial return on investment, addresses critical skill gaps, and improves employee retention.

Here are some common ways upskilling efforts improve company-wide business outcomes:

• Improved productivity: Employees learn how to use new tools and methods that automate routine tasks and allow them to shift their focus to more complex tasks. This helps employees work more efficiently and gain the expertise they need for career growth.
• Innovation:  As employees learn the latest technologies, they develop fresh perspectives to drive innovation in their roles and across teams. By promoting a culture of learning and innovation, upskilling can produce a continuous influx of new ideas and approaches to keep the company at the cutting edge of its industry.
• Higher retention rate: According to a study by Willis Towers Watson, 70% of “high-retention-risk” employees want to leave because they see no future advancement in their current jobs. L&D programs create a path to advancement for employees, improving satisfaction, increasing employee performance, and lowering turnover rates.
• Adaptability:  Continuous skill improvement helps prepare a company’s workforce to handle shifting challenges, technologies, and business landscapes. This agility allows organizations to navigate disruptions and seize new opportunities ahead of competitors.
• Reduced recruiting, hiring, and onboarding costs: Employee onboarding and new hire training require dedicated resources to prepare employees for their new roles. When existing employees are reskilled to move into new internal roles, HR teams can save big on onboarding and employee training costs.
• Succession planning: Targeting the development of crucial skills in your existing workforce prepares employees to move into critical leadership roles as staffing needs change.
• Improves company reputation: Today’s top applicants seek out employers committed to investing in their employees. Successful L&D programs make an organization more attractive to its current workforce and potential applicants.

What Is the Difference between Upskilling and Reskilling?

As we have discussed, expanding and elevating their current skill sets to better embody the responsibilities of their current role. Reskilling, on the other hand, involves training employees to learn entirely new concepts and skill sets to prepare for evolving responsibilities and moving into new roles.

Here are the core ways upskilling and reskilling differ:

	Upskilling	Reskilling
Purpose and focus	Enhances and adds to existing skills to improve performance and productivity in the current role.	Equips individuals with new skills for a different role, often in response to changing job demands or industry restructuring.
Driven by	The need to stay current with industry trends, technological advancements, and increasing job complexity within the same field is driven by the need to stay current.	Driven by fundamental changes in the job market, organizational restructuring, or the need to pivot to new career opportunities due to job obsolescence.
Outcome	Employees become more competent and can take on more complex or a greater variety of tasks within their current roles.	Employees transition to different roles or career paths, often within new departments or industries.
Organizational benefits	Helps improve the quality of work and productivity without significant changes to workforce composition.	Helps retain valued employees by transitioning them into emerging roles or sectors, thus adapting to industry changes without the need for extensive new hires.

Cross-training is an approach to L&D that can benefit both upskilling and reskilling efforts. In cross-training activities, employees perform activities that fall outside their job responsibilities to broaden their capabilities. For example, one employee might engage in regular cross-training activities to learn skills necessary for various roles to increase versatility and give them more options for professional growth.

Managers can embrace the T-shaped talent model to help employees widen their skill sets while deepening their expertise. In this framework, managers can think of the “T shape” as a metaphor for an employee’s skills. The horizontal line represents the breadth of their knowledge and cross-role competencies, while the vertical line represents their expertise related to a particular role or field.

Within the T-shaped talent model, employees would add additional vertical lines when reskilling, representing their multiple areas of expertise.

Why Is Upskilling Important for the Future of Work?

Upskilling becomes more and more critical as technology evolution continues to outpace itself. The widespread adoption of automation, cloud computing, GenAI, and big data has created new and growing skill gaps.

As skill gaps balloon, managers need to provide the right learning resources to help employees adapt. At this point, role requirements are changing so rapidly that even most new hires need to engage in upskilling as they acclimate to their new roles.

To effectively manage training programs, L&D teams need to understand the factors driving all this change. Here are the main forces driving the need for upskilling training programs:

1. Rapid technological advancements

According to a report by PwC, technological changes will disrupt one in three jobs in the next decade.

Digital transformation has led to a sharp rise in the development of new systems and software, reducing the shelf-life of technical skills and creating a demand for new skill sets. The pace at which new technologies are implemented within organizations is accelerating, transforming the landscape of all industries. Once considered emergent, technologies such as cloud computing, big data, AI, and blockchain are now essential.

The skill sets required to utilize technologies will continue evolving. Organizations and individuals must commit to continual learning to enable employees with the skills to use the latest tools and technologies. This ensures businesses can leverage new technologies to drive innovation, streamline operations, and enhance service offerings, allowing employees to meet their professional aspirations.

2. Automation and AI

Through digital transformation, AI and machine learning have become ubiquitous. As these technologies automate processes and perform complex computational tasks quickly, employee responsibilities shift from completing simple tasks toward focusing on tasks and challenges that require a human touch. Organizations must invest in their workforce reskilling to adapt. Otherwise, they risk losing their market position and fading into their competition.

Upskilling in areas such as AI management, oversight, and application in business processes is crucial to ensure that these advances complement employees’ work rather than replace it.  In this way, upskilling helps individuals enhance career longevity and enables organizations to harness the full potential of AI and automation technologies.

3. Job market competitiveness

Employers seek candidates with the latest technical competencies and soft skills like adaptability, critical thinking, and advanced communication. Existing employees must invest time into upskilling to meet these demands.

Upskilling and reskilling empower employees to develop skills that can be key differentiators in career progression. Proactive learners are more likely to seize growth opportunities and secure leadership positions. Organizations that emphasize upskilling are better positioned to attract top talent and retain high-performing employees.

4. Closing the skill gap

The widening skill gap caused by industry changes and digital transformation hinders organizational growth and innovation if leaders fail to find candidates with the required competencies.

L&D leaders can work on closing this gap by investing in continuous upskilling initiatives. This will help managers build more effective and agile teams with the latest industry-relevant skills.  Upskilling programs prepare businesses to tackle current challenges more effectively and future-proof their workforce.

 

When to Upskill

As role competencies evolve, managers can become overwhelmed by the prospect of investing in training activities. After all, new skills may become outdated in a matter of months. The World Economic Forum says 25% of all jobs will be unrecognizable in 5 years.

Here are some tips for knowing when upskilling is most critical:

• At the beginning of the employee lifecycle: If otherwise qualified new hires lack specific digital skills, upskilling should be a key component of their onboarding activities. This will get them up to speed quickly and help them feel supported from their first day on the job.
• When new disruptive technologies emerge: As new iterations of GenAI and other technologies emerge regularly, L&D teams should update training content and require training as it becomes clear that these changes are impacting the flow of work.
• When implementing new software: As managers and IT teams roll out new workplace tools like CRMs or HCMs for their teams, they should provide upskilling opportunities to ensure that teams effectively adopt their new tools. This will ensure that new software lives up to the promised return on investment and help ease employees through process changes.
• All the time: Continuous learning programs that leverage digital solutions take the guesswork out of upskilling. eLearning and digital adoption platforms often include easy-to-use content authoring tools that let managers update materials as changes emerge. By promoting a culture of learning, employees see constant upskilling as a core part of their responsibilities and growth.

Best Practices for Upskilling & Reskilling Employees

Anticipating the right skills for the future, developing effective training programs, and building a culture of continuous learning and development enable organizations to upskill their workforce successfully for the digital era.

Here are some actions managers can take to develop more effective upskilling initiatives:

1. Conduct a skills gap analysis to identify needs and employees with transferable skills

Once you identify the critical skills needed, look for adjacent abilities or skills closely matched to those in demand to make the reskilling process more manageable. Employees with related competencies may already know or can quickly learn what they need for a new role. Develop an updated employee skills inventory for each employee to reveal their primary, secondary, and tertiary skills. Use these lists to identify skills gaps and select employees best suited to move into new positions.

HR teams should conduct a skills gap analysis to determine whether their workforce’s current skills meet the company’s overall needs. This analysis outputs a list of skills employees already have, need to improve, and need to develop.

From there, you can fill in the skill gap using online courses and training programs to upskill your workforce and build a team of skilled workers who can meet your company’s objectives.

To help you conduct a skill gap analysis, you can download our free template:

 

2. Build upskilling into your employee development plans

According to the World Economic Forum, six in ten workers will require training before 2027, but only half of workers have access to adequate training opportunities today.

To provide training and upskilling opportunities for employees, organizations can align their training programs with individual employee’s career aspirations and development plans to acquire the skills, as well as those that support the overall company’s objectives.

Upskilling training plans empower employees to acquire the knowledge and skills necessary to be proficient and productive in their roles. They prepare them for the future by identifying employee development areas and then equipping them with the skills to fill these gaps.

3. Utilize a variety of training methods

In a recent Econsultancy report, 63% of employees critiqued their corporate learning experience and wished they received a broader mix of training methods.

Employees benefit from a mixed-method approach to training, as it facilitates engagement with learning materials in various formats and mediums. This reinforces learning and accommodates diverse learner preferences.

The 70-20-10 rule of learning echoes this by stating that 70% of learning comes from real-life experiences, 20% from social interactions, and 10% from traditional training methods.

Organizations should use this framework to build a multi-format training program for skill acquisition and task mastery. Examples of training programs to facilitate each bucket of learning include:

• 70%: Hands-on training that enables employees to “learn by doing”. This can include software training in sandbox application environments, simulated scenario training, integrating microlearning into day-to-day workflows, and providing on-demand performance support.
• 20%: Social learning through everyday peer interaction. Examples of social learning include job shadowing, onboarding buddy programs, lunch and learn sessions, team discussions, and simple Slack communications.
• 10%: Traditional training includes face-to-face learning, instructor-led training, certificate programs, and online courses.

4. Set reskilling and upskilling goals

Once you identify the skills required for specific departments, the next step is to set clear and tangible outcomes to structure your upskilling program. Set clear reskilling objectives and benchmarks to continuously measure training effectiveness and the program’s impact on skill acquisition as new programs are rolled out.

One approach that can prove beneficial is to set SMART goals.  SMART stands for specific, measurable, achievable, relevant, and time-bound. Defining these parameters ensures the objectives are attainable within a particular time frame. An example of a SMART goal for reskilling might be to have every employee in the sales department reach proficiency in two critical future skills within 6 months.

To get employees on board with upskilling and reskilling, you may consider incentives to reward those willing to expand their abilities or build specific skills into an employee’s annual goals and learning objectives.

4. Utilize technology

Leverage employee training software to deliver effective upskilling programs. These tools allow managers and L&D teams to create engaging training modules, ensure compliance and security, track employee engagement, analyze performance, and gather feedback.

Organizations should invest in the following learning technologies to facilitate upskill training and enable employees to learn in the flow of work:

• Learning Management System (LMS): A corporate LMS handles all aspects of employee training, including creating, delivering, organizing, and tracking L&D programs. With an LMS, an organization can provide online courses, automate tracking, manage enrollment, and develop integrated training programs.
• Digital adoption platform (DAP): A DAP enables organizations to create in-app guidance and provide on-demand performance support that overlays workplace software. With a DAP, employees learn in the flow of work via interactive walkthroughs, tooltips, task lists, and other contextual in-app experiences. Digital adoption platforms guide employees step-by-step through contextual business processes, tasks, and software applications. Using a DAP integrates upskilling into your employees’ day-to-day activities without disrupting their workflow or productivity.
• Knowledge Management Systems: Knowledge management systems provide an online, self-service center for employees to search for answers to any question on company policy, benefits, or processes. They act as internal wikis for companies and save time by decreasing HR questions and support tickets.

5. Enable employees to learn in the flow of work

As we have discussed, learning in the flow of work provides an integrated, microlearning approach to upskilling that supports employees in their day-to-day tasks.

A “learn by doing” method allows employees to apply what they learn immediately,  enhancing knowledge retention. By delivering learning in the work context, this strategy minimizes disruption and removes the need for employees to step away from their workstations to participate in traditional learning environments. It offers a seamless, just-in-time learning experience that is both efficient and highly relevant to the tasks at hand.

Invest in a digital adoption platform (DAP) like Whatfix to deliver in-app guided learning in the flow of work. Whatfix provides contextual, in-app guidance and support that helps users navigate complex software without leaving their workflow, with in-app content like Tours, Flows, Task Lists, Field Validations, Smart Tips, Self Help, and more, all enabling employees with contextual guidance and support inside their workflows.

Whatfix is designed to accelerate proficiency with new software and systems, helping managers support employees in the moment of need. Whatfix offers a powerful solution to deliver personalized, step-by-step guidance embedded directly into daily workflows, ensuring that employees learn and apply new skills effortlessly as part of their regular activities.

6. Measure upskill training effectiveness

Finally, evaluate the entire upskilling program to determine if it was successful. Monitoring KPIs like course completion rates and assessment scores helps managers understand the impact of upskilling and make changes for improvement as necessary.

Consider using the following metrics to measure the effectiveness of your training:

• Employee feedback: Post-training employee feedback helps determine whether training activities helped your employees learn new skills.
• Assessments: Tests, quizzes, or demonstrations help evaluate the skills, knowledge, and learnings employees gain after the upskilling training programs.
• Post-training job proficiency: Observe your employees to determine whether they’re using the newly gained skills in their day-to-day tasks.

7 Training Methods to Upskill Employees

There are various ways to reskill and upskill your workforce. You can choose the most appropriate method or combination of methods depending on your organization’s and individual employees’ needs:

1. Cross-training

Allow employees to cross-train in other roles that require skillsets similar to their current job. Cross-training allows your employees to learn on the job and refine their skills, laying the groundwork for future mobility into evolving roles.

For instance, an account manager who demonstrates customer interaction skills could cross-train as a customer success manager. The customer success manager role calls on similar skills but takes them to the next level. After training, that employee can bring enhanced customer success skills into their current role, knowing they are better equipped for future promotions.

2. In-app guidance

In-app guidance enables end-users with interactive, contextual assistance and support through a combination of in-app elements. It may include interactive walkthroughs, tooltips, checklists, self-help wikis, and other UX elements. These features help to educate users on product functionality, drive engagement, provide contextual assistance, and achieve product adoption.

Whatfix is an effective solution that specializes in helping businesses drive digital adoption and create a seamless training experience for users. It provides step-by-step instructions to help employees perform key workflows, learning about processes as they work.

3. Hands-on simulated training

Hands-on training is a proven method that effectively upskills employees, particularly in complex or technical fields.

A simulated training approach involves creating realistic work scenarios that closely mimic actual job conditions. This allows employees to gain practical experience in a controlled, risk-free environment. Simulations enable employees to interact with the systems and tools they will use in their roles without the pressure of real-world consequences.

Hands-on simulation training enhances engagement by actively involving learners, which improves retention rates and helps employees gain confidence in their skills.

Whatfix Mirror enables L&D teams to create sandbox environments for hands-on simulated training quickly and easily. It allows employees to navigate the real systems they will use in a controlled setting that eliminates any risk to actual data or operations. This is particularly beneficial for complex software applications where navigating the interface can be challenging. Whatfix further supports these environments with contextual guidance and interactive walkthroughs integrated directly into the sandbox. This means that employees not only practice in an environment that mirrors their actual work scenarios but also receive real-time, step-by-step guidance tailored to their specific interactions and learning needs.

4. Job rotation

Job rotation involves training employees on the responsibilities of employees in different departments or areas of the company. This strategy is particularly beneficial for broadening employees’ skills and experiences, exposing them to other facets of the business, and enhancing their understanding of the organization as a whole. By rotating through various roles, employees acquire diverse skills and gain valuable insights into how different units operate, how roles interconnect, and how their work impacts other parts of the business.

This method serves several upskilling objectives: it helps employees develop new technical skills specific to different roles, enhances their problem-solving and decision-making abilities by exposing them to new challenges, and improves adaptability by requiring them to adjust to various work environments and team dynamics. Job rotation fosters a more flexible workforce that can effectively manage broader responsibilities and fill in gaps as needed, which is especially valuable in times of organizational change or employee absences.

5. Peer-to-peer learning

Peer-to-peer learning is a collaborative method where employees partner to share knowledge, skills, and experiences to mutually enhance their professional development. This approach leverages the existing talents within the organization, creating a supportive learning environment that fosters continuous growth and development.

In peer coaching, colleagues work together through regular interactions, such as discussions, feedback sessions, and shared problem-solving experiences, enabling them to learn from each other’s strengths and insights.

The peer coaching method is particularly effective because it promotes a deeper, more personal learning experience. Coaches and learners are often on similar professional levels, which can reduce the intimidation and hierarchy that sometimes accompany traditional mentoring relationships. This setting encourages open communication, honest feedback, and mutual respect, making it easier for individuals to discuss challenges and explore solutions candidly.

6. Outsourcing subject matter experts

Seeking outside experts to train employees is essential when an organization lacks the in-house resources or expertise necessary to develop internal learning activities. By contracting with external providers, companies can access specialized training that is both high-quality and tailored to the specific needs of their workforce.

This method is particularly beneficial for organizations needing to quickly implement advanced or niche skills that are not within the realm of their current capabilities. Outsourcing training also allows organizations to focus on their core business operations without the burden of developing and managing complex training programs.

7. Self-training

Self-directed learning is a highly flexible and individualized approach to upskilling, allowing employees to take charge of their own professional development. This method enables individuals to learn new skills at their own pace and according to their specific career needs. By engaging in independent learning, employees can explore various resources, including online courses, tutorials, webinars, and ebooks–readily available on numerous platforms.

For organizations, encouraging self-learning among employees fosters a culture of continuous improvement and lifelong learning. Additionally, self-learning can be a cost-effective solution for businesses, minimizing the need for extensive in-house training resources while maximizing the potential for employee development.

Examples of Corporate Upskill Training Programs

The most recognizable enterprises have built their organization by investing in their workforce. Here are a few examples of successful corporate upskill training initiatives:

1. AlphaSights

AlphaSights, a leading global provider of on-demand knowledge services, experienced rapid growth and needed to expand its training capabilities accordingly. The company realized its traditional upskilling strategy of conducting in-person, presentation-based training, led solely by the L&D team, lacked relevance. As a result, employees lacked the motivation to complete training courses, and the L&D team also didn’t have a way to track progress or measure the effectiveness of their material.

To overcome these challenges, AlphaSights employed a bold upskilling strategy. They turned to the experts who knew their training needs best—their employees—and brought them into the course creation process with the help of 360Learning. With an easy-to-use authoring tool, SMEs from different departments turned their knowledge into eLearning courses. The training content instantly became more role-specific, relevant, and engaging.

Ultimately, the company mobilized over 300 employees—27% of their workforce—to become course authors and share their knowledge. Their course completion rate soared to 95%, with improved engagement and productivity. Using 360Learning, they can now consistently monitor progress and training results, which helps them prioritize training initiatives that best serve their business needs.

2. Amazon

In September 2021, Amazon committed $1.2 billion to provide 300,000 employees with access to education and skills training programs through 2025 as part of Amazon’s Upskilling 2025 pledge.

Through the Upskilling 2025 program, Amazon is focused on creating pathways to careers in future growing areas. Amazon continues to launch new training opportunities and expand existing programs for employees across the U.S., including

• ​​AWS Grow Our Own Talent: On-the-job training and job placement opportunities for Amazon employees and entry-level candidates with non-traditional backgrounds.
• Surge2IT: Help entry-level IT employees across Amazon’s operations network pursue careers in higher-paying technical roles through self-paced learning resources.
• The UXDR Apprenticeship program: Combines instructor-led training and real-world experience to offer employees the opportunity to learn and develop skills in research and design.
• Mechatronics and Robotics Apprenticeship Program: Learn skills and technical knowledge to fulfill technical maintenance roles.

3. SupportWorks

Supportworks, a home services company, prioritized leadership development to enhance employee skills and cultivate a new generation of management. This initiative broadened their pool of potential future leaders and fostered a company culture centered around employee growth.

In response to the challenges posed by the pandemic, including managing a hybrid workforce and integrating new technologies, Supportworks recognized the necessity of a hybrid learning strategy that catered to their employees.

To achieve this, the company adopted a blended learning approach for its ManagementU program, combining live, instructor-led sessions with self-paced online learning. This program was developed through the collaborative efforts of in-house experts, company leaders, and the L&D team. The curriculum covered various topics, from recruitment and onboarding to communication strategies.

As a result, participants with different experiences and backgrounds get a baseline level of knowledge that they are more likely to retain and use. So, when the same learners attend in-person upskilling programs, they already have basic leadership skills and can pursue a new career path.

4. IBM

IBM made a global plan to provide 30 million people of all ages with new skills needed for the jobs of tomorrow by 2030. To achieve this goal, IBM announced a clear roadmap with more than 170 academic and industry partnerships. The plan relies on a broad combination of programs and includes collaborations with universities, key government entities, and NGOs. In general, IBM’s efforts mobilize the private sector across the globe to open and expand opportunity pathways for underrepresented and historically disadvantaged communities.

5. McDonald’s Hamburger University

McDonald’s established “Hamburger University” at its global headquarters to train and upskill its employees. At Hamburger University, employees can develop skills and knowledge of the restaurant’s operational procedures in real-life scenarios and simulated restaurant environments.

6. Mastercard

To remain competitive, Mastercard wanted to create a learning culture that would encourage its employees to build new skills. They decided to use Degreed as a platform that offers personalized learning experiences, creates career pathways, and helps employees connect to relevant content. There’s a breadth of content available on Degreed, including ‘bite-sized’ learning in the form of short articles, videos, and podcasts. This makes it easy for employees to engage with learning on the go.

7. ManpowerGroup

ManpowerGroup is a global leader in recruiting and staffing, connecting organizations with top talent to fill workforce gaps and skill needs.

Bullhorn ATS is “mission-critical” for ManpowerGroup to manage applicants, sift through incoming applications, communicate with its talent pool and customers, and connect companies with the right employees.

This means that employees must be proficient in Bullhorn ATS to be effective. To upskill and support its recruiters and talent reps, ManpowerGroup uses Whatfix to provide contextual in-app training and performance support in the flow of work.

With Whatfix, ManpowerGroup’s L&D team provided in-app guidance and support to its employees with:

• 100+ Flows that guided employees through Bullhorn ATS tasks and essential processes with step-by-step interactive walkthroughs, like how to merge duplicate applicant profiles or how to schedule an interview.
• Smart Tips that provided contextual information and additional knowledge at critical moments when employees hovered over in-app tips and fields. This increased data entry accuracy and improved ATS process governance.
• Pop-ups to alert employees to ATS process changes, new hiring regulations, mandatory training programs, and company news.
• Searchable Self Help that overlaid its ATS. Self Help is integrated with ManpowerGroup’s LMS, internal wiki, ATS user training, and their knowledge repositories, allowing users to search for any ATS process or technical-related issue without leaving Bullhorn or asking a colleague for help. Self Help surfaced personalized content through a custom API based on the user’s needs. For example, system admins would see different Self Help entries compared to recruiters.

With Whatfix, ManpowerGroup kept team members productive while also upskilling them to master ATS-related tasks, which helped the company maximize its ATS ROI and achieve its business outcomes.

Jill Busch, Director of L&D at ManpowerGroup, said, “The in-system training is a game changer. Whatfix helped us move toward using more current and innovative training solutions. We strongly value innovation as an organization, including innovating how we learn.”

Reception to Whatfix was so positive that ManpowerGroup’s global leaders view Whatfix’s DAP as an effective employee training solution across its various business units and teams, providing additional in-app support and communication to employees for deadline reminders and new training alerts with Smart Tips and Pop-Ups.

Upskilling Clicks Better With Whatfix

Companies invest in new technologies to improve business processes and save time and money. However, if your employees are wasting too much time learning about those new technologies, you might get a very low return on your investment. Employees often resist new technology when employers fail to foster a culture of continuous learning and innovation.

Whatfix DAP integrates with your new technologies to show employees how to use technology to its full potential and produce better business results. DAPs break the resistance barriers by training your employees with interactive walkthroughs, giving them better access to information through Self Help, and guiding them through processes when they need help.

Whatfix Mirror allows leaders to build replica sandbox environments of workplace software like CRM, ATS, or HCM for hands-on upskilling in a secure environment. This product makes hands-on upskilling a painless and risk-free endeavor.

Whatfix Analytics uses AI to produce relevant insights about user behavior, helping managers understand how employees use their work software, identify skill gaps, and develop upskilling programs with ease.

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