You're faced with a technology upgrade. Do you invest in training your existing staff or hire new talent?
Faced with a tech upgrade, it's critical to balance cost, time, and expertise. To navigate this challenge:
How do you decide between training and hiring when technology changes? Share your strategies.
You're faced with a technology upgrade. Do you invest in training your existing staff or hire new talent?
Faced with a tech upgrade, it's critical to balance cost, time, and expertise. To navigate this challenge:
How do you decide between training and hiring when technology changes? Share your strategies.
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It is very important to train existing staff on the new technology. This improves employee satisfaction and improves retention. At the same time, hiring few experts in the new technology is also essential, so they can bring new skills and perspectives. This hybrid also helps the team culture.
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We need to recognize the value that existing employees bring. They already understand the business processes and built strong working relationships across the organization, which is key for long-term success. Investing in their growth shows commitment to them, and that kind of trust and support will motivate them to go the extra mile for the mutual success. You could bring in temporary contractors to help push the adoption while employees are getting up to speed. At the same time, it's a good opportunity to prune underperformers and those who may be unwilling to adapt to the changes. By pruning and bringing in fresh talent where needed, you can maintain momentum smoothly without jeopardizing the overall success.
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The first step is to conduct a skills gap analysis. Analysis should account for both the gaps created by new technologies and the potential gaps caused by reallocating current resources. It's crucial to assess the fluidity of your workforce, while also evaluating their adaptability and flexibility. Recent trends in hiring costs reveal that integrating new hires into company culture is not necessarily cheaper than training current employees in new technologies. Hiring new talent is an opportunity to bring fresh perspectives and innovative approaches to organization, rather than merely filling a skills gap. Remember, today's new technology will be outdated tomorrow, so fostering a culture of adaptability and continuous learning is key
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From my perspective, it's a balance of both. Training existing staff brings loyalty, a deeper understanding of the organization's systems, and helps maintain continuity. However, there are times when the expertise required is niche, and bringing in fresh talent can accelerate innovation and new thinking. Ideally, I would lean towards upskilling the current team, ensuring they grow alongside the technology. But, if the skill gap is too wide, hiring specialized talent becomes necessary to complement the team's knowledge. It’s about fostering growth while staying agile in a rapidly evolving landscape.
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Depends on the specifics... If we're talking about shifting the tech stack that will be used to create software products, no brainer to invest in your existing staff. That doesn't mean you don't also hire new talent. It's a thoughtful combination of both. You don't want to learn the hard way and you also want to trust those that have delivered for you to this point.
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1. Cost and Time: Training existing staff is cost-effective but could take longer. Hiring new talent brings immediate expertise. 2. Cultural Fit: Existing employees understand your company’s culture, processes, and goals. New hires, might take time to integrate. 3. Urgency: Hiring experienced professionals may be the better choice. If you have more time, upskilling your current workforce could be a valuable long-term investment. 4. Retention: Training your current employees can boost morale, loyalty, & retention. However, there’s a risk they may leave after gaining new skills, so retention strategies are important. A hybrid approach—training existing staff & bringing in a few new hires for key roles can balance these factors.
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Often, the most effective strategy is a hybrid, upskilling and hiring: Identify Core Skills for Existing Team: Upskill your team in areas that align closely with your long-term goals and where they can naturally integrate new knowledge. Fill Specialized Gaps with New Hires: For specialized skills that are crucial for the tech update and unlikely to be acquired quickly through training, consider hiring experts. Promote Internal Growth: Encourage a culture of continuous learning, which can prepare your team for future challenges and reduce the need for hiring as frequently. 2. Practical Steps to Decide 1. Define Project Requirements 2. Conduct a Skills Inventory 3. Cost-Benefit Analysis 4. Timeline Considerations 5. Long-Term Strategy
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When facing a technology upgrade, investing in training existing staff can boost morale, retain institutional knowledge, and encourage team growth. However, hiring new talent brings fresh expertise and faster adaptation. The best approach often combines both: upskill your current team while strategically hiring new talent to fill knowledge gaps, ensuring a balanced and efficient transition.
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When faced with a technology upgrade, the decision between training existing staff and hiring new talent boils down to the balance of immediate needs and long-term goals. I often start by assessing the current team's adaptability and enthusiasm for learning. If they have a strong foundation and are willing to grow, investing in their training can boost morale and foster loyalty. However, if the new technology demands specialized skills or rapid deployment, hiring fresh talent might be necessary to bridge the gap quickly. My strategy combines both—leveraging internal expertise while bringing in new perspectives where needed.
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Well, it will depend mostly on the content of the technology upgrade and on the current team assigned to deal with that technology. In general, it's much better (and very much cheaper) invest in training your staff with the new competences. They know your business, your strategy and your goal. To onboard a new employee takes a lot of time in terms of achieving a good ROI. I would recommend to train your team and get occasional support from 3rd party, such as agencies, consultancies, freelancers,etc.
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