As industries evolve and technology advances, organizations must invest in their most valuable asset: their employees. Working in the field of business process outsourcing for over thirty years, we know firsthand the significance of strategic skill development and the pivotal role training plays in empowering employees and driving organizational success.

Since we emphasize the significance of employee retention, we also must recognize that a static set of skills cannot carry an employee throughout their entire career. The changing demands of the market and the unique needs of each client necessitate a continuous focus on skill development. Job roles are frequently in flux, which makes strategic skill development the compass guiding employees and organizations toward sustainable success.

Strategic skill development initiatives send a powerful message to employees: the organization is invested in their growth and success. Employees are more likely to be engaged and satisfied in their roles when they feel their skills are valued and developed. This investment fosters a positive work environment where employees are motivated to contribute their best efforts. This leads to employees who are not only more productive, but also more likely to stay with the company, reducing costly, and unnecessary turnover in roles, and contributing to overall organizational stability.

John Solomon, GLC’s very own Vice President of Operations offered his own points on the subject of training, and the key devices that make for a successful training. 

  1. For successful training, the employee must be trainable and willing to expand their skills.
  2. Most employees who are open to training will require training that is tailored to them personally.
  3. The goal is to get employees to sharpen their current skills, learn new skills, and reach career goals. 
  4. Utilizing a Training Matrix to keep track of employee development is key. This is a document shared with the employee to ensure we are working towards the same goal.
  5. Getting employees engaged with training strengthens the entire team and encourages the team to keep each other accountable.
  6. Training is mostly on the ground and hands-on with accompanying process documentation.
  7. We utilize webinars and workshops specific to skill development along with designated courses.
  8. Training is vital for company growth as opportunities for advancement develop.


From these points, we see a clear demonstration that training is a continuous process, involving the attention of multiple parties, and benefiting the organization at large, as well as the individuals connected. 


One of the key benefits of strategic skill development is its ability to enhance adaptability. Employees equipped with a diverse skill set are better prepared to navigate through change and uncertainty. With changes in the last several years, in particular, many businesses have had to evolve to see disruptions as the norm rather than the exception. An adaptable workforce lends a strategic advantage in the face of rapid changes. By investing in training programs that foster growth in their employees, organizations empower their teams to embrace change and contribute to the resilience of the entire organization. 

Strategic skill development also involves a thoughtful alignment of employee skills with organizational goals. For example, we’ve committed to helping interested employees begin training for Lean Six Sigma certifications. This is an advancement that benefits employees in their current and future roles, but also helps serve our commitments and goals to clients. 

When employees possess the skills necessary to excel in their current roles and contribute to the broader objectives of the company, the entire business has the opportunity to function as a well-oiled machine. Training programs should be designed with a clear understanding of the skills required to meet short-term benchmark goals as well as long-term strategic objectives.

We frequently discuss the advantages of hiring for the right personality. While we stand by this as a key to success, it does mean emphasizing the need to train specific skills. Acknowledging what employees need from their first day on the job can be the deal breaker between many years of shared success, and hiring again in several months. Being aware of new hires’ prior education and previous work experience will offer a unique training experience for them, cultivating a team that supports each other and advances together. 

Skill development, however, should not end in the second week on the job. Employees should have the opportunity to continue to learn on the job, and through newly available opportunities. No workplace is stagnant. The very sign of a thriving business is that it is subject to change. Businesses need adjustments and modifications in their systems and processes over time. These changes, large and small, are where individuals and teams have a natural chance to grow with their roles or step into more demanding positions. Managers must be aware of these ongoing changes so that they can lean into them and support their team through them. 

It takes commitment to create a culture where skill development is seen as an ongoing priority. While the benefits of strategic skill development are clear, organizations often face challenges in implementing effective training programs. Common obstacles include budget constraints, time limitations, and resistance to change. It’s not easy to invest in a whole workforce, but it is necessary for the workforce you want to keep. 

Strategic skill development is not just a buzzword; it is imperative for organizations that want to hire good people and keep them at the peak of their performance. Training and development is an investment in the future of the organization, as it equips employees with the skills needed to overcome challenges, embrace opportunities, and contribute to the long-term success of the company. By fostering a culture of continuous learning and aligning skill development with organizational goals, businesses can prepare themselves with an agile, innovative, and resilient team regardless of evolving demands. 


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