This article first appeared in People Management.
In today’s rapidly evolving digital landscape, addressing the skills gap in the workplace is an absolute necessity, says Andrew Grill
The digital revolution has brought profound changes to how businesses operate, with emerging technologies such as AI, blockchain, and cloud computing reshaping industries. Yet, many organisations struggle to ensure their workforce is equipped with digital skills.
Equally important is inspiring digital curiosity in new starters – a trait becoming as valuable as digital literacy. This article offers practical advice for managers on addressing the digital skills gap while fostering digital curiosity in their teams.
Understanding the digital skills gap
The digital skills gap refers to the disconnect between employees’ digital skills and those required by their roles. The speed of technological advancements exacerbates this gap. In my new book Digitally Curious, I discuss how this is key to staying ahead of the curve. I emphasise that being digitally curious is about keeping up with the latest technologies and actively experimenting with them to understand how they can benefit both personal and professional life.
Managers, therefore, play a crucial role in closing the digital skills gap and instilling a culture of digital curiosity in their teams by being curious. Doing so can future-proof the organisation by ensuring employees are adaptable and proactive in acquiring new skills.
Practical tips for addressing the digital skills gap
1. Evaluate and prioritise skills needs
The first step in addressing the digital skills gap is to evaluate the specific skills your team needs. Conduct an audit of your current workforce to identify gaps in essential digital competencies. From there, prioritise the most critical skills to your business objectives. For instance, investing in cloud computing skills should be a priority if your company is moving towards cloud-based operations.
Understanding and integrating new technologies, such as AI and blockchain, are essential for businesses looking to stay competitive. Managers should ensure that their teams are not only familiar with these technologies but are also equipped to leverage them effectively.
2. Provide continuous learning opportunities
Digital skills training should not be a one-time initiative. In the ever-changing digital landscape, continuous learning is essential. Managers can provide access to e-learning platforms, online courses, and certifications aligned with the company’s goals. Encourage your employees to engage with platforms like Coursera, Udemy, or LinkedIn Learning, which offer a range of courses on digital skills.
Setting aside time regularly to explore new technologies and concepts is an approach that can be adopted in the workplace by dedicating time to learning sessions where employees can share insights from their digital explorations.
3. Encourage hands-on experience
Digital curiosity involves experimenting with new tools and platforms. Managers should encourage employees to apply what they learn in real-world scenarios. For example, setting up ‘sandbox’ environments where employees can experiment with AI tools or cloud platforms without the risk of affecting actual business operations can be incredibly beneficial.
Implementing cross-functional projects that require new digital tools is a further consideration. This enhances skills, promotes collaboration and knowledge sharing across teams.
4. Mentorship and peer learning
One effective way to bridge the digital skills gap is through mentorship programmes that pair digitally savvy employees with those still developing their skills. This approach leverages internal expertise and fosters a culture of continuous learning.
There are two tribes in every organisation – one ‘born digital’ and the other ‘going digital.’ The former are typically younger employees who have grown up with technology, while the latter are more experienced professionals who may not be as digitally fluent. Pairing these two groups can create a dynamic where digital knowledge is shared and new ideas are generated. Having the ‘born digital’ organise a hackathon to solve key business challenges is a practical way to leverage the skills and experience of each tribe.
5. Integrate digital skills into daily workflows
To ensure that digital skills are retained and refined, it’s essential to integrate them into daily workflows. Treating AI tools as an ‘always-on intern’ – using them daily to assist with tasks, analyse data, or generate creative ideas. Managers can lead by example, demonstrating how digital tools can enhance productivity and problem-solving within the team.
For instance, managers can encourage by using AI tools like ChatGPT to generate content ideas or data analytics platforms to inform decision-making. This not only normalises the use of digital tools but also helps employees become more comfortable and proficient.
Fostering digital curiosity in new starters
Beyond closing the skills gap, fostering digital curiosity is vital for cultivating an innovative and forward-thinking workforce. Digitally Curious outlines five strategies managers can use to inspire curiosity in new starters.
1. Create a culture of experimentation
New employees should be encouraged to explore and experiment with digital tools from day one. Managers can set the tone by fostering an environment where it’s safe to try new things and learn from mistakes. This can be achieved through regular innovation days, where employees are free to experiment with new technologies or processes without the pressure of immediate results.
2. Incorporate digital curiosity into onboarding
The onboarding process is a critical time to instil the value of digital curiosity in new starters. Managers can design onboarding programmes that introduce new employees to the digital tools and platforms used by the company. Additionally, incorporating challenges or gamified learning experiences related to technology can spark interest and engagement.
I often start my keynote speeches by asking audiences about their digital habits – whether they’ve tried new technologies like ChatGPT or bought cryptocurrency. Managers can use similar icebreaker exercises during onboarding to gauge and encourage digital curiosity in new employees.
3. Promote a growth mindset
A growth mindset – believing skills and abilities can be developed through effort – is closely linked to digital curiosity. Managers should emphasise that digital skills can be learned and that curiosity and experimentation are integral to professional growth. Encouraging employees to set personal learning goals related to digital skills and providing them with the resources to achieve these goals can foster a culture of continuous improvement.
4. Highlight the business impact of digital curiosity
Employees are more likely to be curious about digital tools if they understand their impact on the business. Being digitally curious has led to significant business successes, such as an interior designer who used AI tools to visualise client proposals, resulting in a near 100 per cent success rate. Managers should regularly share similar success stories within the organisation to show the tangible benefits of digital curiosity.
5. Encourage collaboration and knowledge sharing
Finally, fostering digital curiosity is a collective effort. Managers should encourage collaboration and knowledge sharing among team members. This can be facilitated through regular team meetings where employees share new digital tools they’ve discovered or discuss trends they’re curious about. Creating a shared digital resource hub where employees can post articles, tutorials, or tips can encourage ongoing learning and curiosity.
Closing the digital skills gap and fostering digital curiosity in new starters are two sides of the same coin. Both are essential for ensuring that organisations remain competitive in a technology-driven world. Being comfortable with technology and continually exploring its possibilities is no longer optional, it’s a business imperative.
By prioritising continuous learning, encouraging hands-on experimentation, and creating a culture of digital curiosity, managers can equip their teams with the skills they need to thrive in the digital age. This benefits the organisation and empowers employees to drive innovation and remain adaptable in an ever-changing landscape.
Andrew Grill is a former IBM executive and author of Digitally Curious: Your Guide to Navigating the Future of AI and All Things Tech. Order now on Amazon.
