The workplace is changing quickly. Technology, AI, and automation are transforming how we work, and as a result, the skills people need to succeed are changing too. According to the World Economic Forum, nearly 60% of workers will need to learn new skills within the next five years just to keep up. That’s a staggering number—but the solution might not be as complicated as it sounds.
When we think about closing the skills gap, we often imagine formal training programs, expensive tools, or new learning platforms. But the truth is, growth doesn’t only happen in classrooms or scheduled workshops. It happens in the small, everyday moments. Moments that managers have the power to influence.
Growth Happens in the Everyday
The reality is that most managers already have full plates. Between deadlines, meetings, and keeping teams moving forward, it’s no wonder that “employee development” often gets pushed down the to-do list. It can start to feel like something to save for quarterly reviews or annual check-ins. But if we wait for the perfect time to help people grow, we’re likely to miss the opportunities right in front of us.
People don’t learn solely through formal training programs. In fact, most learning happens on the job, through hands-on experience, collaboration, and the everyday interactions we have with others. Studies show that only about 10% of learning comes from formal training. The rest comes from doing the work, learning from others, and reflecting on our experiences. That’s why it’s so important to make our day-to-day conversations more intentional.
Managers Play a Pivotal Role
The role of a manager isn’t just to answer questions and solve problems—it’s to help people think differently, to encourage reflection, and to inspire growth. That might sound like a big responsibility, but it can start with something as simple as asking a better question. Instead of jumping in with a solution, managers can pause and ask, “What’s getting in your way?” or “What options have you considered?” These aren’t complicated questions, but they open the door for people to think more deeply and take ownership of their growth.
It’s easy to underestimate the power of these small moments. But when managers listen with curiosity, ask thoughtful questions, and show empathy, they create space for people to stretch themselves, build confidence, and develop new skills. A well-timed question or a bit of encouragement can help someone shift from feeling stuck to seeing possibilities they hadn’t considered before.
How to Start Having More Meaningful Conversations
The good news is that this doesn’t require a big program or any extra budget. It just takes a little more intention in the conversations managers are already having. One-on-ones can go beyond project updates and become opportunities to ask what someone is learning or how they’re growing. After a project wraps up, it’s worth taking a moment to reflect on what went well and what could be done differently next time. Even in the middle of problem-solving, asking “What might we be missing here?” can lead to valuable insights.
Why This Matters Now
Organizations that embrace this approach—where learning happens in the flow of work, not just in formal settings—are better positioned to adapt and thrive. The companies that will succeed aren’t necessarily the ones with the biggest training budgets. They’re the ones where managers understand that growth doesn’t need to wait for a perfect moment. It can happen right now, in the conversations you’re already having.
The next time you meet with a team member, you have a choice. You can treat it like another item on your agenda, or you can use it as a chance to help someone grow. Those small moments, over time, are what close the skills gap—and keep people, teams, and organizations moving forward.
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