Expert advice on how to upskill to advance your career, and salary

Too many workers blame their bosses for failing to invest in their skills development, experts say. Here are some low and no-cost ways to increase your skill set – and with it, your salary.

Four in five Aussie workers believe they don’t have the skills required to advance their career, limiting their chances of higher pay.

They blame employers for failing to invest in their skills development – but experts say it’s a two-way street and workers must take responsibility for their own career progression.

Free training courses, “stretch projects’’ or seeking out a mentor can all add to a worker’s skill set at no cost.

For those able to pay for skills training, even the smallest outlay can bring significant salary rewards, says RMIT Online workforce solutions director Kade Brown.

“Upskilling doesn’t need to be an … investment of thousands and thousands of dollars,’’ he says.

“You can get a $10,000 pay rise by spending $1600 on a microcredential or a short course.’’

Investing in upskilling is worth it in the long run, experts say.

Taking your career seriously

Just 19 per cent of Australian workers believe they have the skills needed to advance their career in the next three years, research from payroll provider ADP shows.

And only 14 per cent say their employer is investing in their skills development, falling to 6 per cent for workers aged above 55.

Brown says skills development is the joint responsibility of workers and employers, encouraging Australians to be proactive in advancing their own skills and career.

“Individuals that do not invest in their upskilling are most at risk of becoming obsolete,’’ Brown says.

“The best way to stand out is invest in your own skills and … signal to either your current employer or the next employer that you are taking your career seriously.’’

Training in digital skills provides the greatest return on investment, he says, with four in five employers seeking workers proficient in areas including AI, machine learning and cyber security.

Transferable skills like innovation, collaboration, communication and empathy are also increasingly important, but can be learned and developed without the need for paid, formal training.

“I recommend people focus their formal upskilling on more of the technical and digital skills – what we would call hard skills,’’ he says.

“Look to stretch into those human skill areas through other opportunities, like workplace supports and mentoring and project-based work.’’

RMIT Online workforce solutions director Kade Brown. Picture: Supplied.

On-the-job learning

Costs of living are fuelling worker appetite for skills development to take on more lucrative roles, ADP Australia general manager Kylie Baullo says.

She agrees digital and transferable skills are the best focus areas, encouraging workers to speak with employers about the training opportunities available within their company.

In most instances, workplaces will agree to training requests, provided they align with the company’s needs.

Baullo says workers should also look out for informal skills development and on-the-job learning, harnessing the expertise of co-workers.

She says mentoring relationships between young and older workers can benefit both parties, with mature-aged workers often able to help their younger colleagues develop soft skills, such as problem solving, adaptability and leadership.

In return, younger workers could assist their older counterparts improve their technology and digital skills.

In all instances, Baullo believes informal learning can be just as valuable as formal training. She encourages workers to take advantage of mentorships and stretch assignments that require them to take on projects outside their comfort zone, to learn new skills and grow.

“You really have got to prioritise your career growth – don’t sit back and wait,’’ Baullo says.

“Workers who take ownership of their own learning are far more likely to see the long-term career opportunities.’’

Linda Williamson has seen her salary increase through skills training.

Opening doors to higher pay

Retirement living manager Linda Williamson has seen her salary substantially increase through skills training.

The single mother started in a casual reception role at Aveo’s Streeton Park Retirement Village in Melbourne’s northeast in 2016, securing one day of work each fortnight.

Since then, Williamson has taken advantage of every training opportunity offered by Aveo, including first aid and safe manual handling to reduce the risk of injury to residents and staff.

Williamson soon increased her work hours and, with her extra skill sets, has been promoted to community manager of the retirement facility.

“I had three kids at high school when I started (at Aveo) and I was struggling to pay their basketball fees, their football fees and all the rest of it,’’ she says. “Now, I’m finally able to pay my bills on time and meet my mortgage payments.

“My kids have all moved out and have bought houses themselves and now I can be the ‘Bank of Mum’ that can actually help them out.’’

Williamson, now aged in her 60s, doubts she could have progressed her career without her employer funding her training.

The untapped potential of workers

• Globally, nearly 75 per cent of workers leave their employer without ever getting promoted. Of those who stay, fewer than 1 per cent are promoted by their third year.

• Only 19 per cent of the Australian workforce is confident they have the skills needed to advance to the next job level in the next three years.

• Just 14 per cent of Australian workers agree their employers are investing in the skills they need for career advancement, falling to 6 per cent for Australian workers aged over 55 years.

Source: ADP

Originally published as Expert advice on how to upskill to advance your career, and salary