In many discussions about the labour market, reskilling is linked to job losses. Someone loses their job, and that’s when the process begins. But what if reskilling could be introduced much earlier? What if it were not a response to unemployment, but rather a way of preventing it? That question deserves an honest and concrete answer.
The labour market is changing rapidly. Jobs that exist today will look fundamentally different in five years’ time. Those who take a proactive approach to their careers are in a much stronger position than those who simply wait and see. In this article, we explore how reskilling works as a preventative measure and when it makes sense to take that step.
What is retraining, and how does it differ from further training?
Retraining involves learning a new profession or developing a completely new set of skills, with a view to working in a different role or sector from your current one. Further training deepens or updates existing knowledge within the same field. The difference lies in the direction: further training builds on existing knowledge, whilst retraining takes a new direction.
With further training, for example, you might take a course to keep up to date with new software within your current role. With a career change, you’re making a broader transition – from logistics to IT, from administration to healthcare, or from a technical role to a commercial one. This requires more time, energy and self-awareness, but it also opens doors to sectors where demand for staff is growing.
A change of career is not a sign of failure. It is a conscious choice to future-proof yourself and take control of your own career.
Why is reskilling only introduced when it’s too late?
Retraining is often only considered when someone loses their job or is at risk of losing it. This is because many people and organisations view retraining as a stopgap measure rather than a strategic tool. As long as the situation appears stable, there is no sense of urgency.
There are several factors at play here. Employees are holding back because they are unsure which direction they want to take. Employers only invest when there is an immediate need to do so. And day-to-day work leaves little room to think about the longer term. This creates a pattern whereby change is only set in motion when the need is pressing.
That’s a shame, because it’s precisely when someone is still in work that there are more opportunities. There is time to choose a direction at your own pace, funding is often available through your employer, and there is no pressure from an empty diary or ongoing unemployment benefit payments. Retraining as a preventative measure is therefore more effective and less stressful than retraining in a crisis situation.
How can retraining help prevent unemployment?
Reskilling can prevent unemployment by preparing people in good time for changes to their role or sector. Those who develop new skills before their current role comes under pressure remain employable and significantly improve their prospects on the labour market.
Preventive reskilling works on two levels. Firstly, it makes an employee more versatile within their own organisation. If a role changes or is made redundant, someone with additional skills can move into a different role. Secondly, it enhances their appeal on the external labour market, should a move to another employer be necessary or desirable.
In practical terms, this means asking yourself: which skills are becoming increasingly important in my sector? Think of digital skills, data literacy, project management or communication skills. By investing in these now, you won’t be playing catch-up – you’ll be leading the way.
Who is responsible for retraining: the employee or the employer?
Responsibility for reskilling lies with both the employee and the employer. It is in employers’ interests to ensure that staff remain employable in the long term and to have the resources to facilitate reskilling. Employees are responsible for their own careers and development. Both parties therefore have an active role to play.
In practice, we see that employers are increasingly investing in the development of their staff, as it is more cost-effective than letting people leave and recruiting new talent. At the same time, this requires employees to adopt a proactive attitude: those who take the initiative and make their needs known are more likely to be given the opportunity to grow.
A successful partnership begins with an open discussion about the future of the role and the organisation. What changes are on the horizon? What skills will be required in the future? Those who engage in this discussion at an early stage are taking the first step towards a joint plan for reskilling and development.
When is retraining the right choice for an employee?
A career change is the right choice when one’s current role is undergoing structural changes, when someone realises that their talents are better utilised elsewhere, or when they have been lacking motivation for their current job for a long time. The key is to ensure that the move is a conscious and well-considered decision.
There are a number of signs that suggest retraining might be a sensible move:
- Your role is undergoing radical change due to automation, reorganisation or new technology.
- You feel that your talents and strengths are not being fully utilised in your current role.
- You want to enjoy your work more and see opportunities in a different direction.
- The sector you work in is shrinking, whilst other sectors are growing.
- You want greater certainty about your long-term position in the labour market.
A career change isn’t a decision you make in a week. It requires self-awareness, a realistic view of the job market and a concrete plan. But anyone who takes that step after careful consideration is investing in their own future.
How do you go about retraining as a preventative measure?
Start your retraining as a preventative measure by first taking a good look at who you are, what you’re capable of and what you want. Only once you’ve got a clear picture of that can you decide which direction best suits your talents and the opportunities on the labour market. Self-awareness is the starting point for any successful retraining.
A practical approach would look like this:
- Assess your current situation: What are your strengths? Which tasks give you energy? What do you want to keep and what do you want to let go of?
- Explore the job market: Which sectors are growing? Which skills are increasingly in demand? Does that match what you have to offer?
- Decide on a direction: Choose a specific goal, even if it’s still a bit vague. Having a direction helps you make focused choices.
- Find support: A career coach or development programme can help you organise your options and speed up the decision-making process.
- Draw up a plan with your employer: Discuss your ambitions and explore the options available for training, mentoring or another role within the organisation.
A career change doesn’t have to start on a grand or drastic scale. Sometimes, an initial exploratory chat is all it takes to find your direction and take that first step.
How Nieuwkans helps with retraining as a preventative measure
At Nieuwkans, we believe that everyone can shape their own future. Retraining does not have to be a reaction to a crisis; it can be a conscious and positive choice. We support employees through precisely that process, from self-awareness to concrete steps towards a future-proof career.
Our programme for sustainable employability for employees helps you to:
- To gain an understanding of your own talents, qualities and motivations.
- To understand trends and developments in your personal labour market.
- To form a realistic picture of your chances and opportunities.
- To proactively anticipate changes in your role or sector.
- To draw up a concrete plan for your future career.
We always offer a bespoke service, because no two careers are the same. Whether you’re unsure about your current role, want to explore your options, or already have a direction in mind but don’t know how to get there: we’d be happy to help you work through your options. Contact us and find out what an initial consultation could mean for you.