Upskilling means developing new expertise in your existing role. It could be mastering a software tool, learning advanced communication strategies, or diving deeper into your specialism. Reskilling, on the other hand, is about learning something entirely new to transition into a different role altogether.
Both are essential now. The UK workforce is evolving rapidly. Automation, AI, digital transformation, and shifting customer needs mean that many roles are being redefined or phased out altogether. People and organisations need to stay ahead. Research shows that nearly three-quarters of UK reskilling programmes deliver measurable returns—improving productivity, morale, and employee retention. Meanwhile, individuals who earn certifications or complete structured courses often receive significantly better pay rises, with some reports showing up to 2.5 times the increase compared to non-participants.
The benefit is two-fold: workers future-proof their careers, while businesses build more agile, capable teams. Macildowie works with employers and professionals across the East Midlands and Home Counties to plan, deliver and measure effective learning and development strategies.
Why It Matters: Value for Individuals & Organisations
Professional Impact
When people upskill, they become more valuable in their current role. That can mean taking on more responsibility, becoming more efficient, or preparing for the next promotion. It also builds confidence and creates a deeper sense of purpose and control over one’s career.
Structured learning—whether through accredited platforms or internal training, sends a strong message. It shows that someone is serious about growth. And businesses notice. Staff who upskill are often the first to be offered internal opportunities because they’ve already demonstrated drive and capability. Over time, that approach leads to faster progression, higher job satisfaction, and stronger performance reviews.
Organisational Benefits
From a business perspective, upskilling and reskilling deliver on multiple fronts. When a company trains its existing people rather than recruiting externally, it not only saves on hiring costs, but it also preserves institutional knowledge and team cohesion.
Studies show that reskilling efforts can lead to productivity increases of between 6% and 12%. Staff turnover tends to fall as well—training builds loyalty. It also supports succession planning. When your team is constantly learning, you're less exposed to the risks of sudden departures or skill shortages.
Moreover, investing in training boosts your reputation as an employer. In competitive sectors, being known as a company that develops its people is a huge recruitment advantage.
Upskilling vs Reskilling: Definitions and Examples
Upskilling
Think of upskilling as expanding your toolkit. It doesn’t change your job title, but it makes you better at what you do, or capable of doing more within that role. Someone working in finance might upskill by learning Power BI to analyse reports more effectively. A teacher might take a course in digital learning tools to enhance online teaching.
These improvements add direct value. They also position the individual as adaptable and invested. In turn, this creates stronger team members who can take on stretch assignments and step up when needed.
Reskilling
Reskilling is a deeper shift. It prepares someone to move from one role to a different one. It’s common during career pivots, redundancies, or when businesses go through transformation.
Imagine a customer service advisor who trains in data analysis. Or a logistics supervisor who moves into supply chain planning using new digital platforms. Reskilling doesn’t just benefit the individual. It helps organisations retain talent by redeploying it, instead of starting from scratch with external hires.
But it requires more structure: defined pathways, mentoring, and reassurance. Because people are starting from zero in a new area, support is crucial.
Roadmap: How to Build an L&D Strategy
Step 1: Identify Skill Gaps
Before any training begins, you need a clear view of what skills are missing. This involves a mix of performance data, team leader insight, and direct employee input. What are people struggling with? What’s holding departments back? Where is the business going over the next 12–24 months, and what will that require?
A good skills audit not only reveals technical gaps but also highlights soft skills, such as communication, leadership or adaptability.
Step 2: Align Learning with Organisational and Personal Goals
It’s easy to offer generic training, but it’s not effective. Learning needs to serve a purpose. Map out how each development activity supports the company’s wider goals. For example, if growth depends on expanding into digital markets, focus your training there.
Then, link these learning pathways to individual aspirations. Ask team members what they want to achieve. When training supports someone’s career ambitions, they’ll engage more deeply.
Step 3: Choose the Right Format
There’s no single best method. Online learning platforms offer convenience. Apprenticeships blend theory with hands-on experience. Mentorship provides informal but valuable learning through observation and conversation. Others benefit from classroom-style CPD.
Use a blend where possible. The key is flexibility and accessibility. People learn in different ways, at different speeds. Offering options increases take-up.
Step 4: Pilot, Evaluate and Refine
Don’t launch a company-wide programme all at once. Start small. Test your learning plans with one department or role group. Track what works and what doesn’t. Ask participants for feedback. Measure both hard results (like productivity or promotions) and soft indicators (such as confidence or team morale).
Use this data to improve before rolling out more widely. Continuous improvement is as important in learning programmes as in any business process.
Platform Comparison: Learning Tools in the UK
LinkedIn Learning is a go-to for many. It provides a wide range of courses, regular updates, and integration with existing HR systems. It’s particularly good for soft skills and broad knowledge areas.
Coursera works well when you want academic-level content. It partners with universities to deliver more structured, certification-ready programmes—ideal for career changers or those targeting formal qualifications.
Udemy is more informal. It’s full of practical, often niche, content. It’s cost-effective and works well for self-motivated learners looking to build technical skills in short bursts.
For long-term development, especially where structured pathways are needed, apprenticeships or ILM-accredited courses are worth considering. They can be aligned with the Apprenticeship Levy, offering both value and compliance with funding schemes.
Choose the platform that matches your culture, goals, and learning preferences. Sometimes the best solution is a mix.
ROI Evidence and What to Measure
Upskilling and reskilling are business decisions. They should be assessed like any investment. The cost of losing a trained employee and recruiting a replacement can reach £36,000 or more. Training that retains staff, boosts output, or reduces time-to-productivity pays for itself quickly.
To understand impact, track:
- Internal promotion rates
- Completion of learning programmes
- Retention improvements post-training
- Team performance before and after L&D initiatives
- Employee sentiment about career progression and development
A structured review every 6 to 12 months ensures your strategy stays relevant and continues to deliver.
How Macildowie Can Help
We work with organisations across the East Midlands and beyond to build smarter, people-led growth. Our team helps identify skill needs, align learning to business goals, and create frameworks that support real progress.
We help individuals, too. Whether you’re looking to move up, move over, or completely change your direction, we provide practical advice, platform guidance and coaching to get you there.
From mentoring programme design to building learning pathways that strengthen your EVP, we create solutions that work in the real world. That means taking your team, culture and goals seriously, and offering grounded, expert support every step of the way.
Conclusion
Upskilling and reskilling aren’t just trends. They’re how people and businesses stay relevant. They protect careers, unlock potential, and keep organisations resilient in uncertain markets.
Success comes from planning. Identify the skills that matter. Create clear, purposeful learning journeys. Offer the right tools. And keep measuring to make sure it’s working.
Macildowie is ready to help you build learning into your long-term strategy—so your people grow, your business grows, and your future stays secure.
