Openness to new things: curiosity and desire to learn

There is no doubt: constant change is here to stay. Our everyday working lives are evolving faster and faster, due in part to generative AI and other pioneering technologies. So how will employers and employees alike keep pace with competitors going forward? How will we deal with new technologies and job profiles that keep changing? How can employers create the conditions that promote a new culture of learning and the eagerness to expand skill sets? Lena Lindemann, Labour Director and ERGO Board member, discussed these topics with Felicitas von Kyaw, Labour Director at Vodafone, during the latest ERGO HR Talk.

Studies indicate that nearly a quarter of all jobs worldwide will change in the next five years. Around 83 million jobs are expected to disappear globally, with new jobs being created that call for new skills. Employers and employees are already confronted with this daunting challenge.

Learning ability of crucial importance

Initial training and further training are consequently a lot more than merely options that are nice to have. If companies are to remain competitive, it is essential that staff members are capable of learning additional skills and adapting to changes. “Learning must be a pillar of corporate strategy, while also bolstering the latter”, says Lena Lindemann. To this end, employers must institute environments for learning new things so that staff can keep growing their skill sets and pursue continuing professional development (CPD). The options include:

• Learning opportunities that provide orientation
• Latitude and time for further training
• Managers who themselves pursue CPD, prioritise and foster further training for staff, and acknowledge the personal development of employees

Key future skills and intrinsic motivation

Both HR experts agree that major future skills – abilities that will prove increasingly important in future – include expertise regarding new technologies as well as soft skills such as learning ability, team spirit and communication skills. “Learning ability is a meta-skill”, says Felicitas von Kyaw. “In tandem with an openness to technology, it makes for an ideal combination.”

It certainly helps if employees are self-starters. “The journey begins with you. You simply need to ask yourself: Where do you want to go?", says von Kyaw: "After all, anyone can learn skills – but you’re the only one who can motivate you. If you combine your intrinsic motivation with a workplace that empowers you to concentrate – with a sense of purpose – on acquiring new expertise, then it's a win-win situation for everyone."

Sharing of expertise

Knowledge transfer also plays a key role, both against the backdrop of a demographic shift at companies (see HR Talk 1, episode 1) and in the context of advances in digitalisation. Going forward, machines will play increasingly larger roles alongside their human teammates in the workplace. “We’ve found that our staff members are very interested in passing on their knowledge and skills. They recognise that they can truly add value here”, says Lena Lindemann.

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