How should managers frame a reskilling opportunity to employees to foster motivation rather than defensiveness?
Answer
As an investment in the employee's next, more valuable career chapter within the company
Managers should introduce reskilling not as a corrective measure against redundancy but as a proactive investment designed to secure a more valuable future career path for the employee within the organization.
Related Questions
What is the primary focus of reskilling according to the provided text?What strategic purpose does upskilling primarily serve, distinct from reskilling?How might an internal reskilling program's time-to-competency compare to hiring an external expert for adjacent roles?How does prioritizing internal mobility through reskilling generally affect employee retention rates?Which costs associated with external hiring are substantially avoided when a company chooses to reskill internally?What time horizon should organizations use when assessing future needs to define required reskilling roles?Which learning component is noted as being insufficient on its own when training employees for substantially new areas?Why is recognizing and naming transferable skills crucial for a successful reskilling process?How should managers frame a reskilling opportunity to employees to foster motivation rather than defensiveness?What is the ultimate consequence for organizations that fail to invest in continuous workforce adaptation through reskilling?