If you’ve been feeling like your career is in a bit of a stall, you’re not alone. Our Global Talent Barometer 2024 shows a significant 59% of workers report not having received any skills training in the past six months. Additionally, only 39% of workers say they have access to a mentor or coach, and over a third (34%) feel they lack enough opportunities to achieve their career goals at their current employer.
These stats tell us one thing: if you want to grow your skills and advance your career, you might have to take the lead. Training and development don’t always come knocking on your door—you may need to open the door yourself. Let’s explore strategies you can use to proactively initiate upskilling and reskilling opportunities at your current job.
Why Training and Development Matter
Before we dive into the “how,” let’s take a moment to reflect on the “why.” The world of work is changing rapidly, with new technologies and business practices redefining what it means to be competitive. By proactively seeking training opportunities, you’re not just advancing your career but you’re future-proofing it.
Upskilling and reskilling:
Keep you relevant in a constantly evolving job market.
Boost your confidence and job satisfaction.
Make you a more valuable asset to your employer, increasing job security and growth opportunities.
The key is to take ownership of your learning journey. Here’s how.
Strategies to Initiate Training and Development
If you’re waiting for your employer to offer training on a silver platter, you could be waiting a while. Instead, take the first step by implementing these strategies:
1. Start the Conversation
One of the most effective ways to kickstart your development is to ask for it. Your manager isn’t a mind reader, and they might not know you’re interested in additional training.
How to Approach This:
Schedule a meeting with your manager to discuss your career goals and interests.
Express your desire to take on more responsibilities or learn new skills.
Be specific about the type of training you’re interested in (e.g., leadership workshops, technical certifications, etc.).
Example Script: "I’ve been reflecting on how I can add more value to the team, and I’d like to explore opportunities for skill development. Could we discuss any training programs or resources the company might offer that align with my goals?"
2. Tie Your Training to Business Goals
Employers are more likely to invest in training if it directly benefits the organization. Frame your request in a way that demonstrates how your development will support team or company objectives.
How to Approach This:
Research your company’s priorities or challenges.
Align your proposed training with these areas. For example, if the company is moving toward digital transformation, express interest in learning new tech tools.
Show how the training will improve your performance and contribute to team success.
Example Script: "I’ve noticed that as we adopt more digital tools, there’s an opportunity for me to strengthen my skills in [specific area]. I believe this will help streamline our processes and enhance team productivity."
3. Seek Out Internal Resources
Sometimes, the training you need is already available within your company—you just have to find it. Many organizations offer internal learning programs, but employees don’t always take advantage of them.
How to Approach This:
Check your company’s intranet or learning management system (LMS) for available courses.
Ask HR about existing training programs, mentorship opportunities, or job rotation initiatives.
Volunteer for cross-functional projects that allow you to learn on the job.
Pro Tip: Even informal resources, like shadowing a colleague or attending internal workshops, can be valuable learning experiences.
4. Build a Case for External Training
If the training you need isn’t offered internally, don’t be afraid to propose an external course or certification. Be prepared to justify the cost and time investment by showing how it will benefit the organization.
How to Approach This:
Research credible training providers or certification programs relevant to your role.
Highlight the return on investment (ROI) for your employer, such as increased efficiency, new capabilities, or reduced reliance on external consultants.
Offer to share your knowledge with the team after completing the training.
Example Script: "I came across a certification program in [specific skill], which I believe could significantly enhance our capabilities in [area]. Would the company be open to supporting me in pursuing this training?"
5. Leverage Mentorship and Coaching
Having a mentor or coach can be one of the most effective ways to learn and grow. Unfortunately, as the Global Talent Barometer reveals, only 39% of workers currently have access to one. If you’re not among them, it’s time to take initiative.
How to Approach This:
Identify someone in your organization who has the experience or skills you admire.
Politely ask if they’d be willing to mentor you or provide guidance on specific areas.
Come prepared with clear questions or goals to make the most of your time together.
Pro Tip: Many companies have formal mentorship programs—don’t hesitate to ask HR if one exists.
6. Take Advantage of Online Learning
Even if your employer doesn’t have a formal training budget, there’s a wealth of affordable (or even free) online resources available. Platforms like LinkedIn Learning, Coursera, and edX offer courses on everything from leadership to coding.
How to Approach This:
Choose courses that are directly relevant to your role or career aspirations.
Dedicate time outside of work hours to complete these courses.
Share your certifications or new skills with your manager to demonstrate initiative.
7. Show Your Commitment
Employers are more likely to invest in employees who show they’re serious about their growth. Demonstrate your dedication by excelling in your current role and consistently seeking feedback.
How to Approach This:
Be proactive in identifying areas where you can improve or contribute more.
Regularly ask for feedback and incorporate it into your development plan.
Take on stretch assignments or responsibilities outside your comfort zone.
How ManpowerGroup Can Support Your Development
At ManpowerGroup, we believe that every worker deserves access to the tools and resources needed to thrive in their career. If your current employer doesn’t provide enough opportunities for development, we’re here to help.
Here’s what we offer:
1. Upskilling and Reskilling Programs: Our training programs cover a wide range of in-demand skills, from digital marketing to data analytics. Whether you’re looking to pivot to a new industry or grow in your current field, we’ve got you covered.
2. Access to Purpose-Driven Roles: We partner with employers who prioritize employee development and meaningful work, ensuring you find a role where you can grow and make an impact.
3. Personalized Career Guidance: Our career consultants work with you to identify your strengths, goals, and opportunities, helping you create a development plan tailored to your needs.
4. Flexible Learning Options: From online courses to on-the-job training, we offer flexible learning solutions that fit your schedule and aspirations.
Final Thoughts
Taking charge of your training and development isn’t just about advancing your career—it’s about empowering yourself to achieve your full potential. By being proactive and leveraging the strategies outlined above, you can turn your workplace into a hub for growth, regardless of the resources currently available.
We’re here to support you every step of the way. Let’s work together to build a future where your skills and ambitions align, creating a career you’re truly proud of.