Companies must invest in their workers’ learning and development (L&D) to remain competitive in today’s ever-changing environment. Not only can upskilling boost the company’s financial line, but it also benefits employees’ mental health and well-being. We’ll look at the benefits of learning and development for employee mental health and how upskilling might help.
For the uninitiated, «upskilling» refers to training employees new abilities or strengthening their present skill set, which can help them execute their current duties more successfully or prepare them for future ones. This training is delivered through a variety of methods, including seminars, courses, online learning modules, and on-the-job training. Upskilling is becoming increasingly crucial in today’s quickly changing employment environment as technology changes and the need for specific skills shifts. Companies may assist guarantee that their staff stays competitive, engaged, and productive by investing in upskilling.
Employee development and training, as well as higher benefits and compensation, are two criteria linked to keeping competitive in this employment market, according to the Society for Human Resource Management. In other words, employees want to feel that they are always learning and improving in their roles, and that they are adequately paid for their efforts. Investing in employee L&D thus helps not just the people but also the organisation through enhanced job satisfaction, retention, and productivity.
Employees want to feel protected, heard, and connected at work, while also being pushed to grow within and beyond their present skill set. According to one survey, 81% of respondents would carefully evaluate their mental health when picking their next job.
Employee Upskilling Provides Mental Health Benefits
Here are six ways that employee upskilling can improve employee mental health and workplace wellness:
Expanding comfort zones: One way that upskilling promotes employee mental health is by forcing employees to move outside of their comfort zones and attempt new things. Employees who are stuck in their positions with no possibilities for advancement might become bored and disengaged. This lack of stimulation can lead to feelings of apathy and demotivation, which can have a significant influence on their mental health. Companies that invest in upskilling opportunities, such as coaching and mentoring, may give workers with opportunity to learn new skills and improve their knowledge, which can lead to greater engagement and a renewed sense of purpose.
Increasing adaptation and resilience: Upskilling provides people with the capabilities they need to adapt to changing work conditions. With the growth of automation and artificial intelligence (AI), the labour market is continually changing, and occupations that were previously in demand may become outdated. Employees who engage in upskilling are better suited to respond to these changes and remain relevant in their areas. This realisation might give employees with a sense of stability and minimise worry and tension caused by the economy’s volatility.
Increasing confidence: Another way that upskilling may increase employee well-being is by increasing confidence and self-esteem. Employees who develop new skills and information may experience a feeling of satisfaction and pride in their talents. This boost in confidence can lead to higher work performance, more initiative, and a more optimistic attitude on life. Employees with confidence and self-esteem respond better to feedback because they are more likely to see it as a chance for progress rather than a personal assault.
Upskilling can increase job satisfaction by giving employees the option to take on new tasks and responsibilities. Individuals who are satisfied with their jobs are less likely to experience mental health problems such as depression, anxiety, and stress. As a result, investing in upskilling can help lower the likelihood of mental health issues in the workplace.
Continuous learning: When people are constantly learning and acquiring new skill sets, they are better able to perform their responsibilities efficiently and effectively, creating an influence on the organisation. Employees who lack the ability to do their responsibilities efficiently are more prone to feel pressured and overwhelmed. job-related stress, according to the World Health Organisation, is the reaction that people may have when confronted with job expectations and pressures that are not suited to their knowledge and talents and that test their ability to manage. As a result, upskilling may make employees feel more secure in their jobs and like they’re contributing to the company’s success.
Fostering a feeling of purpose: Upskilling may provide employees with a sense of purpose and direction in their careers. Employees are more likely to remain motivated and engaged in their employment when they believe they are contributing to a greater purpose. This feeling of purpose can lead to higher job satisfaction and a sense of fulfilment at work, eventually boosting well-being.
Upskilling is a strong tool that may be utilised to improve not only productivity and business outcomes, but also employees’ mental health and well-being. Companies may assist minimise work-related stress, boost job satisfaction, and provide a sense of purpose and direction in their workers’ careers by giving chances for them to learn and grow in their jobs. Employers should, however, monitor employee morale since mental health is a critical problem, and upskilling may not always be the solution. If an employee need further mental health care, notify your company’s health officer or human resources department.
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