With economic uncertainty halting salary growth and headcount expansion across the UK, employees are taking the initiative to enhance their career prospects through digital reskilling.
Our latest research found that almost four in five (79%) UK employers have seen staff request digital upskilling opportunities over the last twelve months to strengthen their career prospects, particularly in roles linked to emerging technologies like AI and machine learning (ML).
On our platform, we have seen increased demand for AI programming (66%), data analysis (59%), and operational AI/ML (54%) learning materials. We’ve also seen a growing interest in general AI literacy as IT teams encounter challenges like the hallucinations sometimes produced by generative AI tools.
However, as generative AI becomes a key component in enterprise operations – 60% of enterprises are expected to have adopted generative AI in some form by the end of this year – the need for Ai literacy is no longer confined to IT departments. Yet, while most business leaders agree their workforces need to be reskilled in GenAI, only 10% of workers are currently trained in GenAI tools. Now, non-technical employees are increasingly seeking reskilling opportunities in AI and ML, cybersecurity, data analysis and programming.
This reflects a clear shift across every level and department, with more professionals keen to understand how emerging technologies will impact their role and offer growth opportunities. So, how can employers ensure that every employee – not just IT – develops the skills to navigate and leverage AI and other digital tools?
A culture of continuous learning
Successfully integrating digital technologies is about more than just adopting the latest tools; it calls for a sustained commitment to developing a skilled workforce equipped to drive innovation for long-term growth. As more companies begin to experiment with and deploy AI technologies in different settings, employers must prepare every individual to use these tools effectively. Here, a continuous learning approach will ensure that digital transformation benefits the organisation at every level, driving resilience and adaptability within an evolving tech landscape.
Embedding learning into daily workflows is key. Employers should encourage curiosity, foster cross-functional collaboration, and provide personalised development opportunities. Breaking down silos and encouraging diverse perspectives within teams can further strengthen innovation and problem-solving.
To foster a culture of continuous learning, leaders in learning and development should emphasise to management the importance of “re-recruiting” to highlight the value of continuously investing in and engaging with talent as consciously as during the hiring process. The best results are derived from having an executive sponsor who leads by example, championing learning at all levels. At the same time, employees should feel empowered to take ownership of their own growth, creating a culture where development is an ongoing, shared responsibility between individuals and the organisation.
Joining a company is only the beginning, and sustaining a valuable relationship depends on both the organisation’s support and the employee’s commitment to their own continuous development. To thrive, employees must actively seek out skill-building opportunities and leverage the learning resources available to them. Doing so will help employees remain agile within an evolving technological landscape, while also enhancing their own productivity and contributing to overall organisational success.
Learning in real-time
For employees seeking opportunities for personal growth, to bridge the gap between learning and day-to-day responsibilities, employers can harness the ‘in the flow of work’ approach to provide staff with real-time access to quality learning content.
This concept was coined by Josh Bersin to describe a paradigm in which employees learn something new, quickly apply it and return to their work in progress. It’s different from traditional learning approaches like attending a seminar or conference. These learning formats are effective, but many employees simply don’t have the time to devote to them or they prefer to learn at a time that suits them best.
Instead, it entails providing employees with tools that allow them to quickly find contextually relevant answers to their questions at a time that suits their schedule. Companies can offer ‘in the flow of work’ learning opportunities via an L&D partner to tailor materials to an individual’s unique learning style and objectives.
This is particularly important not only for young talent who are new to the workforce but also for existing employees who are proactively seeking opportunities to develop their skills and advance their careers. In turn, this approach to workplace learning will increase employee engagement and productivity, fostering innovation and growth that improves the bottom line.
What’s next
In today’s challenging economic climate, organisations that prioritise reskilling and upskilling in critical areas such as AI, cybersecurity, and data analysis are better positioned to remain agile and competitive. With a continuous learning strategy in place, employees are equipped to adapt to new technologies while strengthening their professional development, productivity, and overall contribution to the organisation’s performance and success.
By embracing reskilling now, organisations can lay the foundation for a resilient future-ready workforce. This investment in talent development not only drives immediate innovation but also prepares companies to navigate the challenges of tomorrow with complete confidence.
Alexia leads the International team at O’Reilly, and is responsible for creating and delivering value to our customers. With over 20 years’ experience in the technology sector, Alexia has a passion and interest in learning for the enterprise and brings extensive knowledge of working with large organisations to implement learning at scale to deliver successful outcomes.
