Ask the Expert

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The workplace is evolving fast. Are you keeping pace? From talent shortages to shifting compliance requirements, the pressure is on to make smart, forward-thinking moves. That’s where Ask the Expert comes in. Each month, we address timely questions about navigating complex hiring and workforce challenges. Think of us as your trusted resource for actionable insight in a time of change. 

Have a question? Send it in and we may feature it in a future column. 

Let's dive into this month’s question. 

“How can we build a training/upskilling program that actually works (and won’t break our budget)?” 

Great question! We love the enthusiasm for upskilling—because let’s be honest, the best way to avoid hiring headaches is to grow the talent you already have. Most companies want to invest in upskilling employees, but training programs can be expensive and time-consuming. Often training programs can feel like a black hole of time and money if they’re not done right. So how do you make sure your investment pays off? Let’s dive into some tips to make sure your upskilling program hits the mark. 

1. Start with the End in Mind 

Before diving into training options, ask: What skills do we need? Are employees struggling with new technology? Lacking leadership skills? Getting lost in spreadsheets from the early 2000s? (We’ve all been there.) Pinpointing the gaps helps you build a focused, results-driven program instead of a “one-size-fits-none” approach. 

2. Make It Bite-Sized and Engaging 

Gone are the days of eight-hour PowerPoint marathons. (Cue the collective groan.) Microlearning—think short, interactive modules or quick coaching sessions—keeps employees engaged and makes it easier to apply new skills on the job. Bonus: It also minimizes productivity loss. 

3. Mix It Up 

Not everyone learns the same way, so offer a mix of in-person training, online courses, mentoring, and stretch assignments. Pairing junior employees with senior mentors, for example, creates a win-win: knowledge transfer and leadership development. 

4. Leverage What You Already Have 

You don’t need to waste time on things that have already been done. Tap into free or low-cost resources—LinkedIn Learning, industry webinars, and internal knowledge-sharing sessions can be goldmines. And don’t overlook your own rockstar employees—giving them the chance to train others not only builds skills but also boosts engagement. 

5. Measure, Adjust, Repeat 

A training program is only as good as its results. Set clear goals, track progress, and ask employees what’s working (and what’s flopping). If no one remembers a thing from last month’s training, it might be time to tweak the format. 

Final Thought: Invest Smart 

Upskilling doesn’t have to drain your budget or take people away from their work for weeks at a time. A well-designed program—focused, engaging, and adaptable—turns training from an expense into a growth strategy. And that’s the kind of ROI every business leader can get behind. 

What strategies have worked for you when creating an upskilling program? Let’s swap notes in the comments!