From the following, what should be implemented to prepare future managers ?
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It’s no secret that technology and automation are transforming the American workplace, leaving many workers worried about their future employment and job security. And unfortunately, morale is only getting worse - recent data from Pew Research shows that almost half (49 percent) of U.S. adults believe that workers will have even less job security by the year 2050.
While the workplace of the future may look grim to many, today’s workers can and should start developing new skills now to prepare for that future. Granted, there’s no consensus yet about who should be responsible for upskilling workers and implementing professional development – should employers take the lead, or should employees take responsibility for their own futures? But the need could not be clearer.
Managers are in a unique position to spearhead and prioritize different programs and training methods to help their employees future-proof their careers and stay ahead of the automation curve. Here are five steps managers can take to help prepare their employees for the automated workplaces of the future.
Provide internal, in-person training. One of the most familiar and obvious steps is also one of the most effective: according to MindEdge Learning’s second annual Robomageddon: Future of Work Study, managers consider internal, in-person training to be one of the best ways to prepare employees for the future workforce. In this national online survey of 1,000 U.S. managers (or higher) about the rise of robots and AI in the workplace, fully 68 percent said that in-person training is the most effective method to equip employees for the future of work. By creating a regular cadence of internal training sessions and asking employees for feedback following each one, managers can tailor training to match the skills employees are looking to build.
Cultivate employee engagement. Employees are more likely to forge an emotional connection to their work and embrace company values if they are operating in a culture that fosters employee engagement. True employee engagement means that employees find meaning in their work – they feel it is important and makes a difference. By providing meaningful work experience, it’s easier to retain fully engaged employees who will ultimately learn, grow, and thrive in their careers.
Emphasize continuous learning. In today’s knowledge-based economy, many workers are finding that a college education is no longer enough to equip them with the skills they’ll need for their entire careers. Learning now needs to be a lifelong process, and employees must continuously develop new skills to remain competitive in the job market. Soft skills – such as critical thinking, empathy, negotiation, and creativity – are seen as increasingly important, because they are the skills that robots and automation can’t replicate. Managers should strongly consider offering sessions on negotiation, team-building, or empathy, to help employees strengthen the soft skills they’ll need to set themselves apart.
Encourage certifications. As we continue to identify new approaches to continuous learning and skills training, many employees and managers have come to place a very high value on skills certifications. Not only do certifications bolster your resume, but also some recent graduates report that their certifications are more valuable, career-wise, than their college degrees. Certifications are especially beneficial in the IT industry -- in 2019, five of the top 15 highest-paying certifications involved cybersecurity. But leadership certifications, in fields such as human resource management and entrepreneurship, can also be just as important and beneficial.
Offer online courses and training. Online courses offer many benefits to learners – including convenience, flexibility, variety, and a comfortable learning environment, as well as great value. And now, as the need for skills training is increasing, online courses have emerged as an effective alternative to in-person training. In fact, the MindEdge Future of Work Study found that online courses rank second to in-person training in perceived effectiveness; more than one-third (36 percent) of managers say that online courses are the best tool to prepare employees for the future of work.
One thing is certain: the landscape of our workforce is changing at a rapid pace. With so many unknowns surrounding the future of work, employees and companies alike need to think about learning and training in a different way. To support employees navigating these changes, managers need to do everything they can to set their employees up for success. In following these five recommendations, managers in all industries can help upskill their employees so that they are armed with the knowledge, credentials, and experience they’ll need to set themselves apart in tomorrow’s workforce.