Training plays an important, but not all-encompassing, role in sustainable employability. It enhances knowledge and skills, but sustainable employability also requires self-awareness, motivation and the ability to proactively anticipate change. For employees who wish to remain valuable in the labour market in the long term, training is a powerful tool, provided it is used as part of a broader personal development plan. In this article, we answer the most frequently asked questions about the relationship between training and sustainable employability.
What counts as training for sustainable employability?
Training for sustainable employability encompasses any activity that enhances your knowledge, skills or competences and better equips you for the current or future labour market. This goes beyond formal training courses or qualifications. Workshops, online courses, peer review, mentoring and on-the-job learning also count, provided they contribute to your professional development.
When people think of training, they automatically think of classroom-based courses or multi-year degree programmes. But in practice, it is actually the smaller, targeted learning activities that make the difference. Consider, for example:
- Subject-specific courses and further training
- Leadership or communication training courses
- Coaching and personal development programmes
- Peer review and knowledge-sharing with colleagues
- Online learning platforms and microlearning
- Work experience in new roles or projects
It’s not about how long a learning programme takes, but whether it aligns with your personal development goals and the direction of the labour market. Training that contributes to long-term employability is always goal-oriented and tailored to who you are and where you want to go.
How does training contribute to long-term employability?
Training contributes to long-term employability by keeping your skills up to date and increasing your adaptability. Employees who undertake regular training are better able to keep pace with changes in their field and within their organisation. This makes them more valuable and more confident in the long term.
The labour market is changing rapidly. Jobs that exist today may look very different in five years’ time. Through continuous learning, you build up a broad foundation of knowledge and skills, enabling you to respond flexibly to new developments. That is precisely what sustainable employability means: not only performing well now, but also remaining relevant and employable in the future.
Training also has a positive effect on job satisfaction and self-confidence. When you realise that you are developing and learning new skills, it boosts your motivation and self-esteem in the workplace. Employees who invest in their own development find their work more meaningful and are better able to cope with pressure or change.
When is training alone not enough to ensure long-term employability?
Training alone is not enough to ensure long-term employability if there is a lack of self-awareness, uncertainty about career goals or little motivation to change. Taking a course has little effect if you do not know which direction you want to go in, or if the content does not match your talents and motivations.
Sustainable employability starts with self-awareness: who are you, what are you capable of, and what do you want? Without that foundation, training is a means to no end. You can undertake the best training programme, but if it doesn’t match your personal qualities or the direction of the labour market, it will be of little benefit.
Furthermore, sustainable employability requires a change in behaviour. It is not just about acquiring new knowledge, but also about putting it into practice. This calls for reflection, guidance and, at times, letting go of old habits or beliefs. Training is therefore a valuable building block, but it works best in combination with personal guidance and a clear development plan.
Who is responsible for training: the employee or the employer?
Responsibility for training lies with both the employee and the employer. Employers have a duty to enable staff to continue to perform their work effectively and to invest in their development. At the same time, employees have a responsibility of their own to think proactively about their careers and development needs.
In practice, we see that this responsibility is still too often viewed as a one-sided obligation. Some employees wait for their employer to make an offer, whilst others feel they are on their own. Sustainable employability requires a joint approach, in which the employee and employer discuss development, ambitions and future plans together.
As an employee, you can take the initiative by:
- To actively engage in a discussion about your career development aspirations
- Gaining an understanding of your own talents and qualities
- To identify which skills are becoming increasingly important in your field
- To set specific learning objectives and discuss them with your line manager
Employers who invest in the development of their staff reap the benefits straight away: greater engagement, increased productivity and lower absenteeism. Training is therefore not an expense, but an investment in the organisation’s future.
What forms of support enhance the impact of training?
Guidance enhances the impact of training by encouraging reflection, practical application and the personal internalisation of new knowledge. The most effective forms are coaching, career guidance, mentoring and talent development, based on scientifically underpinned insights into your personal profile.
A coach helps you to translate the insights you have gained into concrete behaviour in practice. Whilst a course provides you with knowledge, coaching helps you to integrate that knowledge into who you are and how you work. That is the difference between knowledge you have acquired and knowledge you actually put into practice.
Career guidance adds another dimension to this: it helps you form a clear picture of your direction in the labour market. Which trends are relevant to your field? Where do your opportunities lie? And how can you use your unique qualities to capitalise on those opportunities? These are questions that education alone cannot answer, but which become clear with the right guidance.
This is how Nieuwkans helps you achieve long-term employability
We believe that sustainable employability starts with self-awareness: an understanding of yourself, your talents and the direction the labour market is taking. Our programme for sustainable employability for employees combines training with personalised support, so that you not only gain new knowledge, but can also put it into practice.
What we do for you:
- To provide insight into your natural talents and cognitive behavioural preferences using the scientifically-backed BrainsFirst methodology
- Two interactive sessions on sustainable employability, now and in the future
- Personalised coaching, tailored to your goals and development needs
- Support in anticipating changes in your field and organisation
- A concrete development plan that reflects who you are and where you want to go
Our approach is always tailor-made. We never use off-the-shelf programmes, but always base our work on your unique circumstances and ambitions. Would you like to know how you can remain employable in the long term in a rapidly changing world? Contact us and find out what we can do for you.
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