why upskilling is a core benefit workers look for.

Randstad recently conducted a survey of over 1,000 Canadian workers, in partnership with Ipsos, and found that the satisfaction rate in regard to training and career development was nearly 40% for blue-collar workers and only 35% for white-collar workers. These rates are lower than the overall job satisfaction rates for both blue and white-collar workers.

Furthermore, 30% of blue-collar workers and 35% of white-collar workers would consider changing jobs for more career advancement opportunities. These numbers may be startling, but it shouldn’t be surprising that today’s workers prioritize training and upskilling.

First, millions of Canadian workers lost their jobs at the onset of the pandemic. These workers understand the need to advance their skills and experience to ensure they can transition to another job if necessary. Secondly, automation has already taken over millions of jobs and more jobs are at risk as technology continues to improve over time. Finally, employees tend to be more satisfied with employers when they know that the company is investing in their future.

Today’s workers are actively seeking out employers with a strong training and upskilling program. To remain competitive in today’s busy job market, it’s vital that you invest in a strong training program that will prepare your employees for the future of work.             

Our research has revealed two primary areas — skill development and career growth — that employees deem important when it comes to upskilling.

skill development

According to our research, blue-collar workers are less satisfied with the training opportunities available to them. 41% of blue collar men are satisfied with the level of training and skill development offered by their company compared to 38% of blue collar women. For white-collar workers, the stats paint a similar picture, with 45% of men stating that they are satisfied with the level of training they receive compared to only 33% of women. Younger workers also seem to be more satisfied with the training opportunities at their workplace, with 48% of blue-collar workers aged 18-24 stating they are satisfied with their training options and 39% of white-collar workers in the same age group are satisfied.

This data shows that employers still have a long way to go to ensure both women and older workers have access to company-wide training and upskilling programs.

Our research has also identified five major components of a skill development program that today’s employees want.

on-the-job training:

Both blue and white-collar workers consider on-the-job training as the most important component of a skills development program. This type of program is most meaningful to blue-collar workers aged 45 and over, with 55% prioritizing this training. Workers are looking for programs, such as mentorships and job shadowing, that will help to advance their skills and future career opportunities.

retraining:

Our research shows that both blue and white-collar workers are concerned about losing their job to automation. To ensure their skills remain relevant in the years to come, 39% of blue-collar and 42% of white-collar workers want their employers to offer some type of retraining or upskilling program. This type of training program benefits both employees and employers, making it a win-win opportunity.

educational discounts:

According to our survey, discounts on educational services, such as online classes, are more desirable to blue-collar workers, with 27% of these workers wanting this type of benefit compared to 23% of white-collar workers.

tuition reimbursement:

Tuition reimbursement, on the other hand, is more important to white-collar workers (31%) than blue-collar workers (17%). Helping employees pay for continuing education allows them to expand their skill set, which ultimately adds value back into the company.

language training:

Bilingual (French-English) employees are highly sought-after in nearly every industry in Canada. Due to this fact, both blue and white-collar workers consider language training to be a vital component of an overall skills development program. In fact, 15% of blue-collar and 13% of white-collar workers consider language training to be an influential part of the job offer.

career advancement

When it comes to career advancement, there is less consensus. Instead, employees’ desire for career growth is based on individual goals and objectives. What our research does show is that only 39% of blue-collar workers and 35% of white-collar workers are currently satisfied with career advancement opportunities in their workplaces.

As was the case with training programs, women are significantly more likely to be dissatisfied with the career advancement opportunities available to them in the workplace. In fact, only 34% of women surveyed stated that they were satisfied with the career development options at work, compared to 40% of men in blue-collar jobs and 46% of men in white-collar jobs.

For employers, these factors mean that a one-size-fits-all career development program will prove ineffective and do little to drive workers’ satisfaction. Instead, employers should encourage managers to discuss career development plans with individual workers and help these workers seek out new opportunities and experiences within the workplace that match their future career goals.

Based on our research, there are four prime benefits that employees are looking for when it comes to career development:

improved salary within 6 months:

According to our research, over one in three blue and white-collar workers want to know that they will have access to new positions with an increased salary within at least 6 months of hiring. These can be both lateral and vertical job opportunities. The important part is for new hires to know that there are opportunities to grow their salary base within the company.

access to promotion opportunities within the first year:

Today’s employees not only want the ability to improve their salary, but they also want to know that they can grow their careers within the company. This factor is more valuable to white-collar workers, where 41% want access to promotion opportunities within at least the first year of employment, compared to 32% of blue-collar workers.

ability to move into leadership roles:

Our research also shows that employees want the opportunity to move into leadership roles as they grow their careers. Women working in either blue or white-collar positions prioritize this benefit significantly more than their male counterparts.

gain experience to further future career:

According to our survey, nearly one in five employees in both blue and white-collar roles want to gain experience, either with the employer or in their role, that they can take with them if they change jobs.

Understanding what employees really want can help your company build a comprehensive skills development and career advancement program that attracts top talent.