No longer a far-out concept or industry-specific tool, AI is changing how organizations of virtually every size and purpose operate. In turn, employers may need to teach their staff how to use this relatively new technology productively and appropriately.
The result is that reskilling — training employees to take on substantially new duties — is having a moment. Although AI may be fueling this trend, the underlying truth is long-standing: Effective reskilling programs can help improve productivity, retain employees and reduce the need to hire externally for emerging skill sets.
4 steps to success
Whether your organization needs to reskill employees in AI or in other ways, take a measured approach to setting feasible objectives and achieving them. Here are four steps to help ensure success:
1. Recognize necessary changes. Given your organization’s operational needs and strategic objectives, pinpoint the skills in each position that will be the most valuable in the future — say, the next 12 to 18 months. They may or may not directly relate to AI.
For example, AI-enabled tools may allow employees who previously had little customer contact to participate in sales or customer service activities. So their reskilling should reflect this greater need for “people proficiency.” Whatever the case, work with your leadership team and professional advisors to be as specific as possible.
2. Develop targeted programs. Once you’ve identified the necessary skills, customize training programs for each role. Remember, people learn best in different ways, so be sure to address and accommodate a wide range of learning styles. In some cases, in-person or on-the-job training might work best. But you may be able to manage expenses through digital training.
Before launching any program, however, define what employees should be able to do after completing it. For instance, should they be able to use a new AI tool effectively, handle a different type of customer interaction or operate newly implemented equipment? Clear outcomes can help you choose the right training method and measure whether the program works.
3. Upskill while you reskill. The terms “reskilling” and “upskilling” are sometimes used interchangeably, but they’re not the same. As mentioned, reskilling is training employees to perform substantially different work, whereas upskilling is upgrading existing skills. Ideally, your training programs should do both.
Don’t focus solely on technical capabilities. Employees taking on new duties may also need stronger communication, problem-solving, project management or customer service skills. This is especially true if, as is usually the case, technological changes impact how work gets done but don’t eliminate the need for human judgment.
4. Iterate and improve continuously. There’s no guarantee your organization will develop perfect reskilling programs on its first attempt. Be willing to acknowledge mistakes and fix them. In addition, develop ways to evaluate progress, such as:
- Employee feedback,
- Supervisor observations,
- Productivity metrics, and
- Customer satisfaction data.
The expertise you develop as you undertake reskilling efforts can pay dividends later, even with a few missteps — particularly if you encounter disruptive forces again.
Necessary investment
Reskilling can be a major undertaking. But for many employers, it’s a necessary investment in resilience, productivity and long-term competitiveness. As you assess how workforce changes — whether AI-related or otherwise — are affecting your operations, consider whether you may need to reskill employees. Contact us for help evaluating the financial and tax implications.
© 2026 TopLine Content Marketing Team
