Supporting Employee Skills Development During Changes

Organisational change, whether sparked by AI adoption, restructuring, or economic shifts, can leave teams feeling unable to keep up. For HR leaders, this moment calls for a different kind of support that helps employees build confidence in their future skills. When roles shift or disappear, employees don’t want empty promises. They want practical, honest tools to help them move forward.

Backing skill development during transitions shows more than just goodwill. It answers key issues like talent retention, morale, and employer brand perception. It also keeps post-layoff turnover in check and gives remaining staff a reason to stay engaged. Development support helps outgoing employees land on their feet and gives HR leaders the chance to make every separation feel more human.

Assessing Employee Skills and Identifying Gaps

If a person’s role is changing or ending, understanding what they can already do and what they’ll likely need next is the logical first step. Skill assessments aren’t about pointing out weaknesses. They offer HR a way to map the next best steps, especially when paired with job market shifts caused by automation and restructuring.

HR teams can begin with a basic review of past performance, training records, and feedback from line managers to build a profile of existing skills. From there, going a bit deeper helps:

1. Ask employees to rate their comfort level with specific tools or tasks

2. Review current trends in their area of work

3. Use short assessments focused on practical, job-relevant activities

Once HR gets a clearer picture of where skill gaps lie, they can build support faster. If one team uses remote tools well but struggles with digital collaboration, training can focus on that. If another has great interpersonal strengths but limited tech exposure, short-form technical courses may work better than long classroom sessions. The idea is to meet people where they are, without assumptions.

This practical look at strengths and gaps makes the support feel genuine. It also arms HR with real information when talking to decision-makers about resource needs during transitions.

Development support helps outgoing employees land and gives HR leaders the chance to make every separation feel more human.

Offering Personalised Development Plans

Generic training rarely sticks. When employees feel like they’re handed the same old checklist that someone else got, they shut down. That’s why personalised development plans matter, especially during job changes or role shifts.

Start by learning what matters to the individual. Are they aiming to stay in the same industry or explore a new one? Do they prefer hands-on learning, videos, or one-on-one support? When development plans reflect personal goals and learning styles, they make a real difference.

A simple and useful plan may include:

- Short-term steps like improving a CV or earning a certification

- Long-term direction based on career goals or industry changes

- Tools or platforms that match their learning style

- A timeline to organise efforts and keep track

- Ongoing check-ins with HR or external career coaches

Let’s say someone in admin wants to move into a more data-heavy role. The development plan might include learning spreadsheet formulas, mastering organisation tools, and picking up productivity hacks. The point isn’t to spend big but to focus on simple steps that lead to a better outcome.

When development plans are personal and goal-driven, employees stay in motion. HR knows what’s in progress. Leaders feel more confident that their people are being looked after in a real way. That adds up to a smoother transition.

Leveraging Technology for Skills Training

AI and automation are changing the structure of many jobs. Traditional training solutions are often too slow to catch up. Employees today need flexible, fast ways to build the skills that future roles demand. Digital platforms can help fill that gap quickly.

AI-based learning tools can do more than deliver basic video lessons. They can scan for current skill gaps, suggest courses, monitor progress, and adjust difficulty as users move through material. This gives employees more control over their learning and frees up time for HR teams.

Tools now used by HR teams to support development include:

- Learning management systems (LMS) to host content and track usage

- AI-based coaching apps that adjust learning paths in real time

- Short micro-learning modules that link to new job requirements

- Mobile-friendly platforms for learning on the go

- Interactive virtual classrooms for small group projects or workshops

For instance, someone moving into a technical role could take a bite-sized course in coding basics. As they succeed in small lessons, the system raises the level gradually. If they struggle, the content loops back more helpfully. HR can track all progress without needing to organise complex schedules.

These tech tools let organisations offer timely, scalable, and relevant training with less effort than traditional programmes. Employees get clear learning paths while HR can monitor impact where it matters most.

Encouraging Continuous Learning and Growth

Employee development shouldn’t be treated as a single event. When businesses promote a culture where learning is part of the routine, they become more prepared to adjust and innovate. Supporting that culture doesn’t have to mean more work. It’s about creating spaces where progress is possible and encouraged.

There are plenty of low-cost and peer-led ways to inspire learning. Start by making it easy for employees to find support. Let colleagues run informal training sessions. Match peers with similar goals. Offer learning time during the workday when possible. These small steps build long-lasting habits.

Mixed methods are useful here, too:

- Internal resource hubs where staff can search for helpful tools

- Live sessions hosted by staff who’ve recently trained in something useful

- Buddy systems and mentoring options

- Manager-led check-in chats during regular 1:1 meetings

- Recognition and shout-outs for effort, not just results

When people are free to try and fail as they learn, it creates honesty and trust. That trust carries over during periods of change, helping employees stay grounded and committed. HR leaders who keep development active end up with teams that are stronger, quicker to learn, and better equipped to rise through disruption.

How Skills Investment Builds Stronger Teams

When teams feel looked after during transitions, it sends a strong message. They see that learning matters beyond their job title. That message shapes how outgoing staff talk about the company, how current workers experience change, and how new candidates view company culture.

Development support during change won’t fix every issue, but it pulls a lot of weight. It minimises disruption during exits, keeps morale steady during restructuring, and protects the employer brand at times when it’s under the microscope. Even small actions help people feel like they haven’t been cast aside.

As the year comes to a close and HR departments begin planning for the next one, it’s a good moment to review learning paths and training access across departments. What worked well? Where did people struggle? What can be planned now to reduce risk during the next potential shift?

The clearer your roadmap is today, the easier it will be to move through tomorrow’s unknowns. Supporting employee growth during change isn’t about guesswork. It’s about preparation, intention, and respect. That’s what helps teams stay strong.

If you’re looking to support employees through career changes while strengthening your workplace culture, it helps to have guidance that’s both practical and empathetic. Learn how working with an outplacement firm like Jobago can provide the structured help your team needs to navigate change with confidence and care.