In the midst of this uncertainty, keeping IT workers abreast of innovative technologies and the skills to implement them is a balancing act. To stay at the forefront of industry change, learning must be considered more than a priority – it needs to be a core pillar of every organization. IT upskilling is key in today’s landscape to drive employee satisfaction and organizational success. Here are three of the top reasons to invest in learning and development opportunities and how the benefits can be articulated to leadership to ensure they consider learning a top priority, too.

Invest in Your Employees – and They Just Might Stick Around

While layoffs seem to be dominating the headlines, employees are quitting their jobs at the rate of layoffs. Retaining strong talent remains a competitive pursuit, and organizations are feeling the impacts of this challenge. Now, would consider leaving their current role because there aren’t enough opportunities for skill development or career advancement. The truth is that adequate training directly impacts retention. An important factor in how employees evaluate their organization is based on the opportunities they’re provided to learn the skills that will catapult them towards reaching their goals. Learning and development opportunities can equip employees with essential leadership skills that can elevate their current position and pave the way for internal advancement.

By offering learning programs, and therefore showing the workforce that leaders are invested in their growth, executive teams will realize a multitude of benefits. Individuals will feel valued and excited by new challenges and upskilling opportunities, making them more likely to be happy with their current role. Beyond this, they’ll build a workforce that is equipped with the latest knowledge to drive meaningful outcomes for the organization.

Fostering Creativity, Innovation, and Curiosity

The tech industry is evolving – fast. From generative artificial intelligence (AI) and machine learning to immersive-reality technologies, digital transformation has raised the bar on the skills required of teams today. Inspiring employees to lead innovative strategies can feel daunting when the workforce is not properly equipped with the latest knowledge to take on new initiatives. When employees do not feel prepared, they are less likely to be enthusiastic about taking on new responsibilities or raise their hand to lead a project that is outside of their comfort zone. In fact, think the skills shortage is the biggest barrier to the adoption of game-changing technologies.

To combat this hesitation and encourage workers to tackle new challenges, leaders must recognize that learning and development opportunities enable IT teams to feel prepared and excited to move forward on adopting new workplace technologies. This ultimately increases efficiency and allows more time and space for innovation and creativity.

Steve Lucas, �鶹ԭ�� S/4HANA Cloud application consultant at Sapphire Systems, has seen how learning, for instance with , can drive innovation firsthand. “Earning an �鶹ԭ�� Certification is important to not just my future but the future of my company. It ensures we’ll both meet our goals and remain at the forefront of �鶹ԭ��’s latest innovations,” he said.

Tackling the Persistent Skills Gap Challenge

The skills gap remains top-of-mind for leaders across industries as technical roles continue to evolve and competition for top talent remains high. Due to the speed of innovation, over to do their jobs successfully in the coming years.

While some employees may be able to make time outside of work hours for learning and development, many have competing personal priorities – meaning encouraging employees to seek upskilling opportunities outside of their nine-to-five may set them on a path of frustration and burnout. Instead, bring training programs directly to them and build a few uninterrupted hours into their workday so that employees can devote themselves to learning without navigating demanding tasks at the same time. This simple solution can mitigate burnout and ensure everyone is receiving the information they need to be successful in their roles – now and in the future.

For example, learning programs like or basics can quickly and efficiently equip employees with the skills they need by educating them on the latest platforms and technology necessary to keep up with digital transformation efforts. These programs can also level the playing field among teams, increasing workers’ value and purpose within their current role.

The Return on Learning and Development? Priceless.

While it’s true that that investing in learning and development is a commitment – both in budget and in resources – the benefits far outweigh the drawbacks. It’s easy to deprioritize learning when the time and money that goes into upskilling can seem like an optional expense, but in today’s workplace culture, it is essential. Companies who invest in learning and development opportunities will reap the benefits almost immediately and will equip their teams for a future of innovation, creativity, and equitable opportunities for growth, ultimately leading to higher retention, empowered employees, and a more secure workforce.

Jan Meyer is head of Learning Systems at �鶹ԭ��.

As more employees express this sentiment, many organizations are recognizing imposter syndrome as a persistent experience that is resulting in declining employee satisfaction, higher turnover, and increased procrastination. But is there anything companies can do to mitigate this common human emotion that impacts daily performance? Here are three tactics to navigate – and overcome – imposter syndrome.

1. Boost Confidence through Learning

The unfortunate reality is that learning is often overlooked as a key tool to build confidence – we don’t often talk about how impactful learning can be to combat feelings of imposter syndrome and, as a result, do a disservice to our workers. Skill development plays a critical role in fueling self-worth, especially as today’s employees face challenges surrounding rapid technological advancement and shifting workplace responsibilities.

For example, the need to tackle evolving career expectations has become a constant for our consultant partners. As organizations increasingly undergo the transition from on-premise to cloud, the knowledge and expertise of consultants is expected to adapt to meet demand. This can be daunting for highly technical experts. With the rise of cloud technology, consultants are expected to flip their on-premise focus that required being highly technical to suit the cloud landscape, which requires them to be experts in business processes and change management.

By upskilling, or learning something new, employees can take control of shifting industry needs and evolving roles to transform their tactics and improve how they perform – ultimately leading to stronger feelings of competence.

2. Build a Network of Growth-Oriented Learners

The experience of learning and growing alongside peers is incredibly validating and sets up a strong culture of support that builds feelings of self-assurance. We’ve seen this to be true as we speak to people operating in the �鶹ԭ�� ecosystem as part of our one-year anniversary of , a learning offering specifically designed for professionals at an �鶹ԭ�� partner and tailored to their needs to advance continuous learning across the �鶹ԭ�� portfolio.

By sharing new learning resources or engaging in group learning, employees create an environment of growth that can catapult them for years to come. We’ve been thrilled to read some examples of how our valued partners have benefited from �鶹ԭ��’s learning experiences. Through the completion of certifications, learners have expressed rising levels of confidence in their skills. “The certification has given me a lot of confidence as I approach my work with customers and colleagues, in turn boosting my reputation when it comes to �鶹ԭ�� SuccessFactors solutions,” says Jose Lopez, practice manager at Core HR. Developed with the �鶹ԭ�� partner organization, it was created to fit our partner’s specific business and the learning needs of its employees, enhancing their ability to deliver value to customers and market their expertise.

enables individuals at partner companies to continuously train, certify and stay current with �鶹ԭ�� innovations. By staying on top of evolving industry skills, partner consultants consistently deliver value, strengthening confidence and differentiating themselves from the rest. Since the creation of the partner edition of �鶹ԭ�� Learning Hub last year, it has been widely adopted by the �鶹ԭ�� partner ecosystem, with 30% net-new partners reached in one year and thousands of learners currently using the edition to help increase their knowledge and skills on �鶹ԭ�� solutions and achieve certification.

3. Set Goals – And Commit to Reaching Them

Little compares to the rush of confidence that comes from accomplishing a new goal. By consistently setting new personal challenges – and reaching them – individuals prove to themselves their own ability to step out of their comfort zone and commit to growth. Take Tobias Steckenborn, for example. Steckenborn was an �鶹ԭ�� consultant for many years and is now self-employed with his company Consolvis. He was determined to set himself a challenge: complete five �鶹ԭ�� Cloud certifications in 10 days. The completion of this goal allowed him to better support his team in their technical work and resulted in him feeling more capable in his role as a manager.

“Today, I am no longer just a project employee, but also a manager. As such, I am responsible for promoting my employees. One of my colleagues is currently working on a cloud project. The certification process, including going through the materials offered, has strengthened our theoretical foundations in dealing with various cloud-based solutions,” says Steckenborn. “I’m also able to better operate as a role model and want to motivate my employees to continue their education. If the boss participates in learning alongside employees and doesn’t always just preach, we all succeed.”

The next time a friend or colleague expresses symptoms of imposter syndrome, check in to see if they have the resources available to comfortably learn new areas or refresh their skills. With �鶹ԭ��’s wide range of courses and certifications, individuals at any level can leverage learning to grow their capabilities, develop a network of motivated peers, and achieve goals of new heights.

Jan Meyer is head of Learning Systems at �鶹ԭ��.
Hans Uebe is global head of Ecosystem Delivery Success at �鶹ԭ��.