Reasons to love what you do: what’s behind the return to skills
From TV shows to consumer trends and our own careers, we can’t get enough of skills. Here we explore what’s behind this shift and how it can benefit everyone
From the products we buy to the shows we watch, skills have certainly been having a moment in recent years. Whether from concerns around sustainability, a need to curb spending or a renewed thoughtfulness post-pandemic, we’ve seen our shopping model shift to slow fashion and artisanal investment buys. While the once equally throwaway world of reality TV has pulled focus to shows around repair shops, factories and how things are made, or competitions where master bakers, tailors and potters wow us with their talents. It’s a value shift borne out in our attitudes to the way we work – or want to work – now. According to a 2024 Ipsos survey, nearly four-fifths of UK adults see skills development as crucial to career success, while a recent City & Guilds study found that 91 percent of CEOs see building their workforce’s skills as crucial to productivity.
It’s hard to find a more mutually beneficial solution – and one with more economic advantages – than upskilling in the workplace. With structured support from the government, employees can reap the rewards of bolstered job security, career growth and promotion, as well as the psychological boost gleaned from mastering something new. While, whether offering entry level placements to attract fresh talent, or training bootcamps that enable existing staff to progress – businesses can benefit from a staff-led glow up that boosts everything from revenue to morale.
Here we delve more deeply into the socio-economic triggers behind the return to skills – and the many benefits for both workers and businesses.
Instead of one-job-for-life, workers want lifelong education
In the past, the ‘traditional’ career path went like this: finish school with a range of skills, complete higher education or a degree in one skill area, find a job, climb the ranks (often within the same company), then retire. However, very few people are able – or indeed, want – to follow that outdated playbook today. Against the backdrop of a volatile jobs market, advances in technology, increasingly expensive higher education and longer life spans, the traditional linear career path has been replaced by a squigglier approach.
A far cry from the one-company-for-life model, now, workers have on average seven careers in their lifetime, a number only set to grow as technological change ramps up and AI reshapes every role in the workplace. The World Economic Forum revealed that two-fifths of core skills workers have today will be disrupted by technology by 2027. What’s more, half of their core skills will need to be updated every five years.
This shift towards lifelong education, rather than a fixed period of learning, is borne out by UK attitudes towards university, with the same Ipsos study revealing only 31 per cent of those aged 16-75 believe a traditional degree is as essential to a good career as it was a decade ago. Conversely, 61 per cent believe that on-the-job skills training or apprenticeships are more valuable for preparing people for work today.
There’s another practical reason why employees are embracing upskilling – it can unlock elevated earning power. A 2021 Gallup study revealed that workers who took part in an upskilling program increased their annual salary by almost nine per cent.
For employees, skills development beats a promotion
In an increasingly competitive jobs market, where companies are vying for the attention of a short supply of candidates, staff value training and education on the job more than ever. Per the Ipsos study, some 79 per cent of UK employees think it’s more important to learn a new skill to improve their career path in the next year, a greater number than those who want to get a promotion (67 per cent).
For those moving into a new job or role, 86 per cent of respondents said career development training is essential, very or fairly important, with the training programmes offered by a potential employer are more or as important as company culture (84 per cent) and flexible working (75 per cent). Working for a company that provides access to career development training would make them feel supported (41 per cent), encouraged (38 per cent), motivated (38 per cent) and valued (37 per cent). Upskilling also boosts job satisfaction and productivity, with a recent LinkedIn study revealing that 7 out of 10 people believe learning improves their sense of connection to their organisation, while 8 out of 10 saying learning ‘adds purpose to their work’.
A skills-first approach helps futureproof companies
By fostering a progressive, supportive working environment with skills development at the fore, businesses will both attract and retain employees. The same LinkedIn survey revealed that nine in ten UK businesses are concerned about talent retention, yet consider the provision of learning opportunities the best strategy for keeping employees loyal. While companies with strong learning and development programs see 32 per cent higher employee retention rates compared to those without.
Alongside this prioritisation of skills development comes an essential shift towards skills-first hiring, in which managers and recruiters are focusing on the skills and attributes of a candidate, rather than education or past work experience. In fact, recruiters are five times more likely to search for candidates based on skills rather than other accolades like university degrees. It’s a growing trend, with 54 per cent of UK employers planning to shift to a skills-based hiring process, per a global survey by recruitment platform HireVue.
Investing in existing employees now and for the foreseeable future will also enable businesses to address skills gaps efficiently, and reduce spending on expensive external recruitment processes. The CIPD estimates that filling a vacancy, including labour costs, is £6,125 and for a manager role, up to £19,000. While practical aspects must be considered, the benefits of upskilling safeguard workplaces into the future, enabling employers to navigate economic headwinds, stay competitive and nourish a culture of adaptability, innovation, and resilience.
“We need skills training to help our businesses thrive”
Established in Preston over four decades ago, Simmal Aluminium Limited supplies aluminium to companies within the aerospace, automotive, medical and scientific sectors. However due to a lack of skilled workers and flatlining interest in engineering, the company found recruiting staff with the right skills extremely challenging.
“We couldn’t process customer requests,” recalls Lee Pepperell, Operations and Quality Manager at the company. “We didn’t have enough skilled people for the amount of work, to identify what the jobs needed and how we would go about producing them.” Teams were often fire-fighting and working day-to-day, rather than striving for innovation and expansion. To thrive, not just survive, Simmal recognised it needed to grow a skilled workforce from within.
In 2021, working with local colleges, Simmal began offering T Level placements, a qualification for 16-to-19-year-olds that combines technical knowledge and real-world experience. “We’re growing our talent pipeline and training staff with the unique skills our business needs,” says Pepperell. “For a while now, we’ve wanted to develop other areas and progress current employees into different roles, but were held back.” Now, with a young, invigorated team, several existing staff have been promoted to work in developing their client base and processes. Simmal can also take on more labour-intensive projects requiring specialised skills. “The opportunities have been huge,” says Pepperell.
Jacob, who did his T Level Design Engineering course at Simmal, says his placement “developed my communication skills, enhanced my CAD design skills, and my knowledge of engineering. I took part in a range of exciting projects including sculpture for the Anthony Gormley Exhibition in New York.” Now completing a Machining Technician apprenticeship, Jacob is proof-positive of the benefits of upskilling for both employee and employer.
As a result, Simmal will be offering T Level placements for the foreseeable future. “It’s a really exciting prospect, because they provide a route to solving skills issues, while bringing new ideas and fresh thinking,” says Pepperell. “The payback for investing time and resources early on is finding great, young talent who are keen to learn and grow with your business. We all need skills training to help our businesses thrive.”
To find out more about how training and employment schemes could transform your business visit Skills for Life