Reskilling vs. Upskilling: What's the Difference?

Both reskilling and upskilling programs actively involve employees in continuous improvement initiatives, instilling a sense of motivation and pride in their work. This benefits both the employees themselves and their employer by promoting agility and adaptability, two invaluable qualities for any future-minded business or individual.  Further benefits to employees include: 

• Higher engagement: Being tapped for reskilling or upskilling opportunities makes employees feel essential, which has a direct impact on their investment in their work. An engaged employee demonstrates increased confidence, efficiency, perseverance, curiosity and pride in their accomplishments.   
• Feelings of job security: Organizations don’t create new roles on a whim; when a current employee is asked to step into a new role, it implies that their contributions are necessary to the ongoing success of the business and will be for the foreseeable future.
  
• Chances for promotion: More skills and experience lead to the potential for higher-paying or more advanced roles in a given organization or industry, should an employee wish to move on from their current employer.
• Professional diversity: Reskilling and upskilling enable an employee to diversify their skill set and, by extension, their fitness for different types of roles in their organization or throughout their career.
• Personal validation: Having the opportunity to expand and enhance one’s skills through work is a significant confidence boost. Being asked to learn new skills on the job signals that your presence is valued.
• Growth mindset: Often, learning new skills sparks a drive to keep going! In the process of reskilling or upskilling, an employee may realize a new or renewed interest in continuing education and be motivated to pursue ongoing professional development opportunities.