There has been a sharp rise in resignations in the UK. A PwC survey indicates that a fifth of UK workers is “very or extremely likely” to shift jobs in the coming year. This incidence affects the education technology (edtech) industry as well. Burnout and exhaustion increased as a result of the struggles of recent years, which prompted individuals to opt for less demanding jobs abroad.
The edtech industry underwent a digital transformation that has accelerated its growth and fast becomes the norm. Due to the demand for talent, the job market is getting increasingly competitive. Nevertheless, fewer individuals are employed or seeking employment.
Here are three reasons why updating and retraining your abilities is the best cure for the massive edtech resignation:
It creates a workforce that is adaptable.
The BBC claims that there is a labor shortage in the IT industry, which is mostly due to workers’ lack of basic digital skills. By reskilling and upskilling your workers, you may easily fill new roles with highly trained individuals from the same company. Ronan Harris, managing director of Google UK and Ireland, underlines the importance of online companies assisting people in obtaining the necessary digital credentials.
Having an agile workforce requires maintaining skills up to date and updated in order to keep up with the regularly changing processes within the edtech industry. Big data, social learning, and AI-driven technologies continue to define edtech. This calls for dedicated learning time and relevant knowledge that staff employees may quickly acquire. Thanks to personalized learning programs, workers may encounter real-world situations and novel scenarios as a result of the developing edtech ecosystem.
It shows how much you value your employees.
You run the risk of overlooking your current personnel if your exclusive focus is on acquiring new talent. The best approach to boost employee morale is via training. Offering specialized upskilling and reskilling opportunities for edtech professionals through higher education and certificate programs may demonstrate your commitment to your staff. This is particularly true for employees who are not seeking speedy vertical progression within a firm. The career ladder is really no longer seen as the most desirable option in the edtech industry.
The career ladder’s one-size-fits-all premise holds that each employee is the same. According to LHH, the career lattice model is better because of its adaptability and flexibility.
