70% of UK employers admit that they aren’t adequately investing in their staff’s personal development.
While over three-fifths (66%) of UK professionals reveal they feel more pressure to upskill now, compared to 12 months ago.
Last year, the Government outlined policy changes to encourage new skills development across the UK. As AI and emerging technologies remain prevalent, and with many employers already feeling the constraints of skills gaps, it is clear there will be an intensified demand for upskilling initiatives in 2025.
However, research from talent solutions expert Robert Walters highlights the increasing issue of employer underinvestment in this space.
Indeed – according to the British Chambers of Commerce, over three-fifths of organisations across the UK are currently facing skills shortages.
Chris Eldridge, CEO of Robert Walters UK & Ireland comments:
“A combination of the UK’s aging workforce and tightening budgets have further compounded the pressure from things like advances in AI and sustainability reporting, catapulting the UK towards an ever-increasing key skills shortage.
“The only way out is a concerted effort to upskill, train and develop professionals across industries, something which requires the cooperation of all employers.”
Tighter budgets = limited investment
Over half (54%) of UK professionals report not being aware of any personal development opportunities currently offered by their employer.
Despite the most common development opportunities being skills-based courses, only a fifth of professionals state their current employer offers them.
When asked about the factors stopping them from allocating more resources towards training or upskilling, 45% of UK employers stated organisation-wide cost cuts.
A further 22% said they lacked the time to implement such programs, with 18% referencing uncertainties over the return on investment and 15% struggling to find suitable courses/trainers.
Chris comments:
“When economic conditions are trickier, things like upskilling and training programmes are often the first areas to get dialed back. Many organisations fail to see them as essential, more concerned that the staff they do invest in will leave before it makes a difference to business performance and profitability.”
Most at risk of reduced skills spending
Despite over half (57%) of junior professionals saying they’d be more likely to accept a job offer if it came with a provision of personal development funding – according to Robert Walters benefits reporting only 35% state receiving it at their current job.
Similarly, 48% of professionals under 30 say they ‘rarely’ get the chance to develop new skills in their current position.
Chris comments:
“It seems that the professionals most at risk of employers tightening their training and development budgets, are those who would receive the greatest benefit from them.
“The skills you develop in the initial years of your professional career provide a foundation for the experience you’ll build throughout. Not having adequate access to upskilling opportunities now is setting these professionals up for career stagnation.”
No longer ‘nice to haves’
Within professional services, job ads calling for skills in green technology (+32%) and AI (+77%) have increased on last year.
Soft skills like emotional intelligence (+29%), creative and innovative thinking (56%) and adaptability (+47%) have also appeared more in listings – especially for leadership and management positions.
Chris comments:
“While it’s clear to see that certain skills are becoming more common amongst professionals; the pace at which this is happening is being dwarfed by the rising demand.
“Due to that pace, skills that were seen as ‘nice to haves’ 1-2 years ago, have now turned into essential indicators of a professional’s ability.”
Mentoring sustainable growth
Further findings from the Robert Walters poll reveal a spiked demand for coaching and mentorship opportunities – with the majority (39%) of professionals stating it’s the personal development initiative they’d find most useful. Despite this, only 12% say it’s currently offered by their employer.
Other useful initiatives mentioned were skills programmes (28%), accredited short courses (25%) and tuition contributions (8%).
Chris comments:
“Offering relevant courses is a great place to start and will directly address certain technical skills shortages. However, mentorship and coaching interventions don’t only give professionals a chance to upskill, knowledge share and stimulate career growth – they also help improve team dynamics and boost employee confidence.
“Employers can consider developing internal mentorship program or planning external coaching sessions, just doing more within this space will help employers to establish a culture of learning within their organisation, something which is crucial to address skills gaps for years to come.”
