University of Cambridge Online: how to upskill and empower employees

In an age where the pace of change is accelerating, businesses are facing an unprecedented need to evolve. Yet, while global organisations are increasingly focused on leadership and development, a surprising number of employees are still hesitant to ask for training support at work.

As Senior Business Development Manager at the University of Cambridge Online, I believe this is a critical issue that businesses cannot afford to ignore. Employees should not feel they have to push for their own development. Instead, employers, managers and HR leaders have a responsibility to actively encourage training and create a culture where upskilling is not a request, but a given. The benefits of doing so are far too significant to overlook.

The business case for investing in people is clear. Companies that are further along in their upskilling journey report significant improvements across key areas. According to PwC’s Annual Global CEO Survey, these organisations see 16% higher productivity, 25% stronger talent retention and 27% faster innovation. McKinsey’s global research also found that 41% of employees left their last role due to a lack of career advancement, making it the most common reason for quitting.

This isn’t just a matter of improving performance but about building a resilient and future-ready organisation. The strongest organisations are those that invest in their people, not just for who they are today, but for who they can become. Learning should empower every individual to grow with purpose, lead with confidence and drive meaningful change in their work and the world.

With over three-quarters of organisations globally (76%) updating their leadership programmes and increasing spending through 2025, according to Gartner, there’s no better time for businesses to get proactive. For those who don’t want to get left behind, here are four of my top tips for creating a supportive and proactive learning environment:

1. Protect your employees' time

Development shouldn't be an afterthought. Organisations should build learning into the day-to-day culture of the workplace by protecting time for it. This can be through dedicated sessions or informal skill shares like a 'lunch-and-learn'. When employees have the space to learn, they are much more likely to seek out opportunities on their own.

2. Be transparent with available budgets

The ‘awkward ask’ is often rooted in uncertainty about resources. When employees know a budget exists and that development is actively encouraged, they are far more likely to make proactive requests that align with what's available. Transparency removes a key barrier to the conversation.

3. Set training-related goals for your employees

Make development pathways clearly visible through internal learning portals, goal-setting sessions and regular performance reviews. This not only makes employees feel comfortable speaking up but also helps them see the direct link between their training and their career progression.

4. Treat training as a strategic investment

Training should be a year-round programme, not a one-off perk. Ongoing development improves retention, boosts performance and helps a business stay ahead of the curve. Opt for formats like short courses and bite-sized learning that are easy to integrate into a working professional's life, allowing them to apply new skills straight away.

A one-size-fits-all approach is no longer effective. It’s also crucial to consider diversity in employee needs and plan for this upfront. Employees have different career goals and training should be accessible to everyone. Offering a blend of technical, interpersonal and strategic content can meet these varied needs.

I would also say to remember that training isn't just for junior team members. Early-career professionals may need foundational skills in communication or technical fluency, while mid-level professionals often require additional training in leadership and strategic planning to bridge the gap between doing and directing. Senior leaders, in turn, can benefit from refreshing their knowledge in areas like AI, sustainability and global strategy to navigate industry changes.

By taking a proactive, strategic approach to employee development, organisations can move past the awkwardness and unlock the full potential of their workforce, ensuring that they remain innovative and competitive for years to come.

For more of my advice and insights, including the skills that employers should currently be prioritising, you can continue reading on the University of Cambridge Online blog: https://advanceonline.cam.ac.uk/blog/an-awkward-ask

ENDS

About Arwa Due-Gundersen: Senior Business Development Manager at the University of Cambridge Online, where she leads strategic partnerships to expand access to Cambridge’s high-impact online learning. She specialises in aligning education programmes with national and organisational priorities, including sustainability, digital transformation and workforce upskilling.

About The University of Cambridge Online: The University of Cambridge Online offers a broad programme of online short courses from the University of Cambridge. The organisation's aim is to deliver premium online learning experiences for professionals who want to advance their careers, connect with a network of peer learners, and gain insight from leaders in the field.