Skill redundancy could drive attrition | Incentive&Motivation

Skill redundancy could drive attrition | Incentive&Motivation

Employee Engagement News: Skill redundancy could drive attrition Many of today's employees are concerned that their skills are either already redunda

Employee Engagement News: Skill redundancy could drive attrition

Many of today’s employees are concerned that their skills are either already redundant or soon to become so. Overall, 29 percent of employees believe their skill set is redundant now or will be in the next one to two years, while more than a third (38 percent) consider their skill set will be redundant in the next four to five years. Specifically, almost half (47 percent) of Generation Y and Z employees3 believe that their current skill set will be redundant in the next four to five years.

From an industry perspective, 48 percent of employees in the automotive sector think that their skill set will be redundant in the next four to five years, followed by the banking sector (44 percent), utilities (42 percent), telecom and insurance (both 39 percent), according to the report.

Employees also feel organizations’ training programs are not hugely effective. More than half of today’s digital talent say that training programs are not helpful or that they are not given time to attend. Close to half (45 percent) describe their organization’s training programs as “useless and boring.”

Skill redundancy concerns and lack of faith in an organization’s upskilling efforts have the potential to trigger attrition. More than half of digitally talented employees (55 percent) say they are willing to move to another organization if they feel their digital skills are stagnating at their current employer, while close to half of employees (47 percent) are likely to gravitate towards organizations that offer better digital skill development. However, employers noted they are also worried about attrition of upskilled staff. Just over half of employers (51 percent) believe their employees will leave their organization after they receive training and half (50 percent) say their digital skills training sessions are not well attended.

Claudia Crummenerl, Head of Executive Leadership and Change at Capgemini, makers of the study said, “Organizations face a mammoth task in terms of digital upskilling. Given that skill redundancy is a key concern among our employee respondents, ensuring a clear development path is essential to address this. In the future, the digital talent gap will continue to widen and no company can sit back and be comfortable. Organizations need to be consistently innovating and planning their workforce evolution.”

The talent gap in soft digital skills is more pronounced than in hard digital skills

The report identified that people with experience in hard digital skills, in areas such as advanced analytics, automation, artificial intelligence and cybersecurity, are in high demand. However, soft digital skills, such as customer-centricity and passion for learning are most in demand by organizations, and are an increasingly important characteristic of a well-rounded digital professional. The greatest gap in soft digital skills exists for comfort with ambiguity and collaboration.

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