Companies are emerging from the pandemic and being forced to adapt their operations to thrive in a new age of unpredictable and volatile markets and workloads. As research from McKinsey shows, to emerge stronger and more resilient, they need to invest in the upskilling and reskilling of their people. Upskilling and reskilling employees can help companies better fill existing roles – and make room for new roles of the future, too.
According to Boston Consulting Group’s Decoding Global Reskilling and Career Paths study, more than two-thirds of workers globally are willing to retrain for new jobs, an attitude that may set the stage for vast workplace changes after the pandemic ends. And yet, the Adecco Group’s Resetting Normal: Defining the New Era Of Work 2021 report, which surveyed approximately 15,000 global respondents, found that just 58% said that their company had a clear strategy to train employees in the new digital skills that the company will need in future.
Upskilling and reskilling is the responsibility of both companies and employees alike. At the Adecco Group, Federica Gasparini, a former Adecco Group Branch Manager, was nominated by her region to the International Future Leaders Programme (IFL), an 18-month leadership development initiative for early-in-career high potential talents.
Gasparini first joined the Adecco Group in 2014 as a sales intern, but she quickly climbed the ranks and was promoted to retail account specialist, taking care of business relationships with clients. After few months she moved to Rimini, and in 2017, became a Branch Manager, where she was responsible for directing all operational aspects of the branches, including distribution, customer service, administration, financial aspects, and sales.
Being a branch manager Federica entered the IFL programme where she learned the skills to accelerate her career and successfully managed to leverage these skills and move from a Branch Manager role to a Global Transformation PMO.