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Cross-skilling: benefits for the employee and the company

Today, it is increasingly rare to work in the same job throughout one’s professional life. In a context where 85% of the jobs of 2030 do not exist yet ! Employees will therefore have to change jobs several times during their career, often by choice but sometimes because they need to adapt.

The constant growth in training opportunities now makes it possible to learn a new job, develop new skills and continue training throughout one’s professional life. This is why it has become essential for companies to support “learning to learn” and to help their employees develop their ability to adapt.

What is cross-skilling?
The term “cross-skilling” means the development or discovery of skills by employees so that they can take on roles outside their existing responsibilities. This allows them to expand their areas of activity within the company. For example, an employee working in product manufacturing may be trained in other areas of production to better understand the overall manufacturing process.

Cross-skilling has many benefits for both the employee and the employer.

Benefits for the employee.
There are two types of benefits. First of all, versatility: having a global vision of the company’s activity and its different departments allows to better understand the organization as a whole and to better manage his daily work.

By discovering other tasks, the employee becomes more agile and his versatility is a real added value for his employability; whether internal or external.

In addition, a sense of job satisfaction is created for those who are cross-trained, as the company trusts them to take on other roles and responsibilities. Commitment and motivation also result from this empowerment of the employee.

The second benefit of cross-skilling is that it enables employees to update and develop new knowledge and to adapt to the various technological, societal and usage changes. Peer-to-peer transmission is a key lever in supporting the transformation that we are experiencing and will experience in the future. Cross-skilling must become one of the key tools of Reskilling.

The benefits for the company.
Organizations that implement cross-skilling benefit in several ways, such as having more flexible and versatile profiles in-house reducing the monotony of employees’ daily lives. Thanks to diversified missions encouraging interaction between employees from different divisions
enhance the value of employees allow them to have a better understanding of the company and its challenges. Above all, they can anticipate transformations, reorientations and functional mobility. This search for progression encourages the need for constant improvement of knowledge to maintain optimal professional efficiency.

Having adaptable profiles in its workforce, capable of evolving in different contexts, is a major asset for any organization.

How to develop cross-skilling?
First of all, it is necessary to take stock of all the employees’ skills in order to establish a map of the company’s talents. Once this map has been analyzed, it will be possible to establish an evaluation of training needs. Supporting employees in acquiring new skills and monitoring their progress is also essential. All of this with the aim of guaranteeing the security of professional careers.

Soft skills are at the heart of these challenges
While cross-skilling is primarily aimed at know-how, soft skills are both the foundation and the experience capital of the employee, but also a formidable gas pedal of change. An evolution or a change of job or function does not call into question relational skills, quite the contrary! The employee will have to rely mainly on his behavioral skills and will certainly be called upon to develop new ones.

emage-me helps you to implement all these actions thanks to a self-assessment solution of the employee’s skills and to solicit his or her entourage in order to collect a 360° vision. Do not hesitate to Contact us  for a demo.