Product manager addressing team in stand up

Whether you’re the manager of a small team or an executive overseeing a huge company, keeping your technologists’ skills up-to-date is a critical challenge. If the workforce doesn’t have access to the training and resources it needs to learn and implement new skills, the business will fall behind—and potentially collapse.

CompTIA’s new report on Business Technology Adoption and Skills Trends, which queried 1,053 “qualified technology and business executives and professionals” from around the world, shows that, when it comes to keeping technologists educated, most think that on-the-job training and education—for both technologists and their managers—is the best way forward. Avenues such as apprenticeships, work/study programs, and skills assessments seem less popular:

Managers everywhere are pushing back against gaps in “soft skills” (i.e., communication, empathy, and teamwork), technical skills, wages, and specialized knowledge vis-à-vis the company’s specific industry or sector. Finding talented technologists who have the right soft skills and specific industry knowledge, and are willing to work for compensation that’s within the company’s budget, is often a challenging task. It’s much easier to upskill existing workers with the skills and certifications they need to succeed at an elevated level—provided the company is willing to pay for the necessary training and education.

Fortunately, it seems like many companies recognize they need to offer those kinds of programs in order to make their technologists happy. If you’re on a team that isn’t providing the training and education you need, bring the issue up with your manager—chances are good they’ll find the money for classes and certifications. And if you’re a manager, keep in mind that education and training are key things that technologists really want—and if you provide them, you’ll have a solid chance at retaining them, even if you can’t offer the same compensation as other companies in your industry.