Future-proof your financial business with employee upskilling programs

According to the Future of Jobs report 2025 [1], developing technology skills is increasing in importance in the financial sector.

The rising consumer expectations and unprecedented integration of technology are only a couple of the reasons why financial institutions need help modernizing their services and keeping their clients.

When approached methodically and with a forward-looking mindset, employee upskilling can make a huge difference and help the finance sector pick up the pace and stay at the forefront of technological innovations, and guarantee superior customer service.

This post will leave no stone unturned – we’ll dive deep into the challenges the financial sector is facing and see how upskilling the workforce can successfully address them. We’ll also share a step-by-step guide for building effective employee upskilling programs.

What is an employee upskilling program?

An employee upskilling program is a training initiative offered by an employer to help their employees acquire new skills or improve existing ones.

Such programs aim to enhance employee performance, support career goals, strengthen the company’s competitive edge, and improve employee satisfaction and retention.

Upskilling programs can take various forms, like on-site training, online courses (custom or off-the-shelf), mentorship programs, job shadowing, and workshops.

The topics covered can be job or industry-specific, like “cybersecurity compliance in the finance sector”. But with leaders across all sectors realizing the importance of soft skills, training topics such as analytical skills, communication, or project management training also focus on broader topics.

Why is an upskill program important for employee training?

An upskill program is important for employee training because it lets organizations build on the skills their workforce already has to keep them productive, adaptable, and on top of their game.

As the tech landscape keeps evolving and job roles get turned on their head, employees need to either get new skills under their belt or brush up on the ones they already have to meet the changing demands. A systematized upskilling plan ensures that your employees stay confident in their abilities, get the job done efficiently, and ultimately help the business keep growing.

💡Keep learning: The critical role of employee training and development

Why upskilling is a competitive advantage in financial services

In finance, upskilling is what gives companies a head start on their competition because it lets them keep pace with the rapid-fire changes brought on by digital transformation and regulatory overhaul. As fintech innovations, AI, and automation start to take hold, the companies with a skilled and adaptable workforce are the ones that can integrate new tech the fastest, offer customers a more personalized experience, and make sure they’re in line with changing legal standards.

Upskilling also drives innovation and helps you bounce back from setbacks. When your employees are trained in emerging fields like cybersecurity, data analysis, and AI-powered financial tools, they’re equipped to sniff out opportunities, mitigate risks, and deliver smarter services more efficiently. At the end of the day, a well-trained workforce is your company’s most valuable asset – it helps financial organizations build trust, stay nimble, and stay profitable in a super competitive market.

💡Keep learning: How to use AI training to keep your business ahead of the competition

Benefits of upskilling employees

Employee upskilling offers several benefits regardless of the industry an organization operates. Let’s see these benefits before specifically addressing the financial sector.

Improved job performance

When employees receive job-specific or soft skills training, they enhance their competencies and adaptability. Therefore, they become more efficient when performing their daily tasks and better prepared for future developments that may require them to work following new processes or using new tools.

Increased innovation

Upskilling provides employees with the necessary knowledge and skills to stay updated with the latest industry trends. Most importantly, it keeps their minds sharp and ignites creativity, which eventually helps them come up with innovative solutions that can bring the company above the competition.

Customer loyalty

When employees are well-trained and have the necessary skills to perform their jobs efficiently and without mistakes, this reflects both on how they serve clients (if they have a client-facing position) and the end product/service a company offers. Upskilling training can significantly improve customer satisfaction and loyalty.

Higher employee engagement and retention

Providing employees with opportunities to learn new skills and grow leads to increased job satisfaction and a sense of fulfillment in their career path.

As they become more competent and teamwork improves, employees are happier with their job and their workplace – not to mention that they have increased chances of getting promoted. This, in turn, leads to greater employee retention.

Enhanced reputation

A competent workforce can help an organization stay competitive by offering quality products & services, keeping up with – or even leading – industry trends, and swiftly adapting to increasing customer needs. This is how upskilling in the workplace leads to increased brand recognition and positive word-of-mouth.

Increased revenue

As a result of all the above – improved job performance, lower employee turnover, innovation, customer loyalty, and competitiveness – companies that invest in employee upskilling enjoy higher revenue and financial stability.

Upskilling vs. reskilling: Key differences

Upskilling and Reskilling – two complementary parts of any solid employee development plan – but they serve distinct objectives. Upskilling is all about helping your staff build on what they already know and do, in order to do their current job a lot better or take on more advanced responsibilities. Reskilling, on the other hand, is about giving employees a whole new set of skills to tackle a different role inside the company, often as a reaction to new tech or changes in the org structure.

While both strategies help out a lot with workforce adaptability and keeping the business running smoothly, upskilling is more about continually making your current roles better and more innovative, whereas reskilling is about helping people move into new careers and helping your business fill the gaps that can come when automation, for example, kicks in.

Examples of upskilling skills

The type of skills that are in high demand varies by industry, but the core skills needed are usually a mix of technical, analytical, and social ones that allow people to succeed in the modern workplace – and that are in high demand in today’s labor market. Having said that, both hard and soft skills are key to staying competitive and keeping up with the pace of change.

Some common examples of upskilling skills include digital literacy, data analysis, leadership, project management, and communication. To improve learning, you can boost skill training with ChatGPT to create real-world scenarios and provide feedback more effectively so that your employees learn how they can keep on improving.

Top skills to focus on in financial sector upskilling programs

Since we are talking about the financial sector, the upskilling initiative needs to be in tune with what’s happening in the sector. This is all about the impact of new tech on data security and customer experience.
Financial sector employers are going to be under increasing pressure to stay compliant, keep customer data safe, and be digitally competent, too. They need to balance the need to innovate with the need to keep a human element in what they do.

So upskilling programs in finance should focus on developing skills that are both tech-related and people skills. Through these, employees will be able to use innovation in a way that is real and practical and gets results.

Some key skills to focus on include:

• Data analysis and data visualization
• Cybersecurity and managing risk
• Regulatory compliance (AML, KYC, GDPR)
• Using AI and automation tools
• Customer relationship management
• Financial modeling and forecasting
• Good old-fashioned leadership and adaptability

Upskilling statistics for 2025

The global workforce is in the middle of a massive transformation, and suddenly, getting your workforce upskilled is a must-have strategy – not a nice-to-have – across all industries.

A look at the latest research and the Future of Jobs Report 2025, and you can see why: organizations that actually invest in skill development are enjoying better retention rates, faster innovation, and a real boost to their bottom line.

In the financial services sector, it’s all about keeping up with the times. Digital transformation and automation are driving a huge demand for AI, compliance, and cybersecurity skills, so upskilling is no longer just a nice idea; it’s a necessity for 2025 and beyond.

Here are some interesting statistics to keep in mind:

• The Future of Jobs Report 2025 (World Economic Forum) says that by 2030, we’ll see 170 million new jobs, but sadly, 92 million displaced roles too, which means a net increase of 78 million jobs. (World Economic Forum)
• The report also says that “almost 40% of the skills required in the job market will change by 2030”, which is a pretty big deal, and basically means a massive scale of upskilling and reskilling is going to be needed. (World Economic Forum)
• A study by University of Phoenix / Exec Networks found that 48% of leaders would be a whole lot more likely to stick with an employer if they offered skill-building opportunities – and interestingly, 47% of leaders think that if they offered upskilling/reskilling to their people, they’d be a whole lot more likely to keep them too. (University of Phoenix)
• Companies that have comprehensive training programs earn 218% more per employee than those that don’t bother with formal training. (Devlin Peck)
• When employees get the training they need, companies notice 17% higher productivity. (Devlin Peck)
• 45% of workers just say they’d be more likely to stick with their current role if they got training. (Devlin Peck)

Key challenges in the financial services sector & how employee upskilling can address them

We briefly mentioned that technology and consumer demands are shaping the financial sector – but there’s more to it. In this section, we’re going into detail about the challenges the financial sector is facing and how employee upskilling can address each one.

Integration of technology

The financial services sector has leveraged technology to the maximum to improve customer experience and streamline operations.

The integration of technology has revolutionized the industry, with new fintech companies emerging and traditional financial institutions embracing digital transformation.

Some aspects where the integration of technology is prominent are:

• Digital payments: The rise of digital payments has transformed the way people make transactions – from anywhere and at any time. Today, consumers can make payments using their mobile devices, contactless cards, and digital wallets.
• Data analytics: Financial institutions are now able to collect and analyze vast amounts of data to gain insights into customer behavior, risk management, market trends, and more. This has enabled them to personalize their products and services, tailor their marketing efforts, and make safer, data-driven decisions.
• Blockchain: Blockchain technology is being used to facilitate secure, transparent transactions without the need for intermediaries. This has the potential to significantly reduce transaction costs, improve the security and transparency of financial transactions, and speed up settlement times.
• Artificial intelligence: Financial institutions use artificial intelligence to detect and prevent fraud, and chatbots that provide 24/7 customer support.

💡 How employee upskilling can help

The integration of technology in the financial services sector has created challenges, such as the need to ensure cybersecurity, protect customer privacy & sensitive data, and address regulatory requirements.

Financial institutions need to invest in upskilling the workforce to ensure that their employees are equipped with the skills and knowledge to effectively leverage technology while addressing these challenges:

• Technical skills & compliance: Employees need to have the technical skills necessary to operate new technology used in financial services while respecting compliance regulations. Training programs can help employees get up to speed fast to perform their daily tasks (or even make a career switch) while staying compliant and vigilant of cybersecurity threats.
• Change management & adaptability: Implementing new technology is a significant change for employees, and some may feel reluctant or overwhelmed. Apart from the practical aspect of providing employees with the knowledge to get acquainted with new tools, upskilling also helps them embrace change with positivity as all these “new tools” become familiar.

Compliance & regulation

Financial institutions need to comply with ever-changing regulations to protect their customer’s data and assets, such as Anti-money laundering (AML) regulations, GDPR, Know Your Customer (KYC), and Payment Services Directive (PSD2).

Failure to comply with these regulations can cause legal and financial implications and damage their reputation.

💡 How employee upskilling can help

Compliance training is critical for financial services businesses because the financial sector simply can’t afford not to follow strict regulations when so much data and assets are at stake. Employee upskilling helps with:

• Risk management: Compliance regulations are often related to risk management, and employees need to be able to identify and manage potential risks related to compliance. Upskilling programs can provide employees with the necessary skills to identify, assess, and manage risks related to compliance regulations.
• Ethical behavior: Compliance regulations are often related to ethical behavior and conduct. During an upskilling program, employees understand the ethical considerations related to compliance regulations and become motivated to behave responsibly in their work.
• Critical thinking skills: Compliance regulations are usually complex, and employees need to have the critical thinking skills necessary to interpret and apply them. Upskilling training programs can help employees better understand the scope of compliance regulations and the implications of non-compliance, and successfully apply them in their work.

Cybersecurity concerns

The financial sector was the sector that suffered the most DDoS (Denial of Service) attacks in 2022. A successful cyber attack can have massive repercussions for a financial institution, forever compromising its reputation and resulting in significant legal implications and monetary losses.

Here are some common cybersecurity threats in the financial sector:

• Data breaches: One of the biggest cybersecurity concerns for financial institutions is the risk of data breaches. These breaches can result in the theft of sensitive data such as customer information, financial data, and trade secrets. Data breaches result in massive monetary losses, tarnished reputation, and loss of consumer trust.
• Insider threats: Insider threats can come from employees who may have access to sensitive information and systems. These threats include intended, malicious actions such as theft, sabotage, or espionage. But they can also be attributed to human error, such as forgetting to update anti-virus software or data leakage.
• Third-party risks: Financial institutions often rely on third-party partners to provide payment processing or data storage services. However, these third parties may also have vulnerabilities in their systems or inadequate security controls, jeopardizing the organization’s and client’s data privacy just the same.
• Malicious attacks: Financial institutions can fall victim to emerging cybersecurity threats, such as ransomware, phishing, and social engineering. With these threats constantly evolving, financial institutions must stay vigilant and implement appropriate processes to mitigate the risks.
• CSPM security: To address these risks, it’s crucial for financial institutions to invest in Cloud Security Posture Management (CSPM) to continuously monitor and manage cloud security risks. CSPM solutions can help detect and prevent data breaches or compliance issues arising from misconfigurations or inadequate security practices in cloud environments.

💡 How employee upskilling can help

Recent research from the IMF found that the skills gap and preparedness against cyber attacks are enormous. 64% of participants do not mandate testing and exercising cybersecurity, while 54% lack a dedicated cyber incident reporting regime.

This means that companies are still not taking cybersecurity risks as seriously as they should. However, well-designed employee upskilling courses could save them from big trouble by:

• Raising cybersecurity awareness: Upskilling programs can raise awareness among employees about the various cybersecurity threats and how they’re performed so that they can identify and stop them on time.
• Creating an incident response process: Following the detection of a cyber attack, employees should know how to respond and report the incident to mitigate losses, preserve valuable evidence, and prevent further damage. Training programs can provide employees with the knowledge and skills needed to respond effectively to cybersecurity incidents.
• Showcasing best practices: Cyber attacks can happen at any time, and even unmatched software can be the only opening a malicious actor needs to cause inconceivable damage. Cybersecurity training provides employees with best practices they must follow daily, such as creating strong passwords, avoiding public Wi-Fi networks, and keeping software up to date.
• Ensuring compliance: As we previously mentioned, there are formal regulations in place to prevent data leakage and protect sensitive information. During cybersecurity compliance training, workers will familiarize themselves with these regulations and understand how they can follow them on the job.

Increasing customer demands

Customers are more knowledgeable and demanding than ever. This is largely due to the high expectations that technology has created, but not only. The changing societal landscape and the financial crisis have sensitized customers.

Aspects of this transformation include:

• Digitalization: Customers are becoming more tech-savvy and expect to receive financial services that follow the latest technological trends.
• Convenience: As a result of digitalization, customers also expect financial services to be easy to use and convenient, and available on demand, 24/7.
• Transparency: Transparency has always been a sore spot for financial institutions. Modern consumers demand that fees and any additional terms are clearly stated and that they won’t have any surprises down the road.

💡 How employee upskilling can help

Customer experience and, consequently, customer satisfaction are top priorities for any business. Upskilling can help employees meet the demands of their clients and maintain their loyalty by developing:

• Technical skills: Employees working in product development should know how to use the latest technology and stay up to date with any relevant advances, so they can build top-notch products and services.
• Product knowledge: Employees working in customer-facing positions must have excellent product knowledge training programs to offer customers all the information they need before making a purchase.

Negative perceptions

Customers are negatively predisposed and view financial institutions with skepticism. Let’s see some common perceptions that circulate:

• Profit-driven: It’s a common belief that the financial sector is heavily profit-driven, at the expense of its customers and the broader society. This perception is often fueled by scandals related to insider trading, bribery, fraud, or other unethical or illegal behavior.
• Lack of transparency: Financial products and services can be complex and difficult to understand, while fees and charges are often hidden within a contract in small print. The complex nature of financial products, combined with a lack of transparency, is causing deep distrust in financial institutions. Customers believe that employees are purposefully not being clear or not disclosing all the necessary information.
• Bias and discrimination: It’s a common belief that financial institutions don’t treat everyone who enters their doors the same way – low-income or minority populations are often either denied access to financial services and credit or are subject to unfavorable lending or pricing practices.

💡 How employee upskilling can help

These negative perceptions can impact a financial institution’s reputation and customer loyalty. Financial institutions must address these perceptions by improving customer service, simplifying their products and services, and ensuring fair treatment of all customers. Upskilling in the workplace can provide training for:

• Communication skills: Employee upskilling programs help employees develop effective communication skills to communicate complex financial information using simple language and avoiding jargon so customers don’t feel like they’re trying to trick them.
• Diversity & inclusion: Diversity and inclusion training can help employees develop cultural awareness, identify and mitigate unconscious biases they may have, and avoid discriminatory language. This will help them interact more successfully with people from different cultural backgrounds.

Essential ingredients for a powerful financial sector employee upskilling program

Let’s see now how you can level up your workforce with effective upskilling programs.

Identify skills gaps and training needs

Spend some time and resources identifying skills gaps in your organization, so you can develop training that addresses your actual training needs. Otherwise, productivity and compliance issues will remain – and you’ll have wasted your training budget in vain.

You can discover areas and skill sets your employees need support with by conducting interviews with managers and employees, skills assessments, and surveys.

Follow a blended learning approach

After identifying skills gaps, you should decide how you will deliver the upskilling program. There are several options here:

• On-the-job training, job shadowing, and mentoring. This is the most hands-on approach, and it works very well to demonstrate daily tasks.
• On-site training. Classroom-based learning usually takes the form of workshops and seminars that last a few days. This can be a good option if you don’t need to deliver training at scale.
• Online training. Online training can be entirely self-paced, synchronous, or a mix of both, with some VILT sessions held occasionally on specific dates.

We suggest following a blended learning approach for better results. Investing in a Learning Management System (LMS) will help you deliver different types of content like eBooks, videos, and podcasts. Employees can go over this material at their own pace and time – something that is not an option with on-site training.

Besides, don’t forget that your LMS can serve as an excellent knowledge base that employees can refer to while on the job. If your training is also addressed to desk-less employees, you can deliver it via a mobile app, as many LMSs offer this option as well.

Overall, an LMS for upskilling is the best way to deploy streamlined training at a large scale to a dispersed audience, minimizing the cost.

In some cases, you may need to carry out in-person training, especially for job-related tasks, or some synchronous online sessions to go over complex topics.

Develop customized learning paths and content

Not all employees will be at the same knowledge level. That’s one more reason why you need to carry out a skills assessment – and also a reason to deliver training that can be custom-tailored to each employee’s needs.

One way to go about this is to buy off-the-shelf content. Ready-made courses are a great option for more generic courses, like leadership and D&I, or when you need a compliance training course developed by a certified institution. In this case, you can choose among different difficulty levels and assign the courses accordingly.

When developing customized courses, you can use an LMS and create customized learning paths by setting course prerequisites, including various assessments throughout, and drip-feeding content, i.e., releasing it at specific intervals.

Make sure you offer diverse learning material for your auditory, visual, and kinesthetic learners, like:

• Instructional videos
• Infographics
• Checklists

And set up some practice sessions for technical skills. This will also help them utilize the content best when they need it.

💁 For example, when they’re on the job and have a customer waiting for an answer, the employee should have access to a quick checklist.

Evaluate the effectiveness of your employee upskilling program

After your employee upskilling program concludes, you must ensure that it has been successful and brought real value to employees. Luckily, you have a few tools in your arsenal:

• Assessments: Incorporate assessments throughout the program to ensure employees advance gradually through the course and have grasped basic notions before moving on to deeper subjects. A pre-assessment cross-checked with a post-course assessment will also help you confirm whether employees have met the program’s learning objectives.
• Business KPIs: Business metrics are the most reliable source as they focus on the tangible results of your program. Depending on what you want to achieve and the program’s focus, success indicators can be higher customer satisfaction rates, reduced cyber attack incidents, increased productivity, and lower project turnaround times.
• LMS reports: From your LMS analytics and reports, you can measure several aspects regarding the effectiveness of your course. Especially whether it managed to keep employees engaged, popular and unpopular types of learning content, whether the course had the right difficulty level, the average time to completion, etc.
• Surveys: Last but not least, you can ask for feedback through surveys and even during meetings. Let employee knows that their honest feedback is valuable as it’s the only way to keep building relevant and improved training initiatives in the future.

Tools and platforms to power your upskilling programs

To get the most out of upskilling initiatives, orgs need a few key things – the right tools and platforms that help people learn in a way that feels personal, and that give them the data and flexibility they need to really make the most of it.

Upskilling these days is all about digital learning environments – think of Learning Management Systems (LMS) we mentioned previously, authoring tools, and AI-powered solutions that help the HR and L&D teams make learning experiences that actually drive results.

These platforms make it easy to get all your employee training resources in one place, but they also make it possible for people to keep learning on the go, with mobile access, gamification, and real-time tracking of progress. And that’s exactly what you need to deliver high-quality learning on a large scale, while still giving people the freedom to learn in their own way.

Key tools to power up your employee upskilling program include:

• All-in-one LMSs: LearnWorlds is a powerful LMS that’s designed for employee training and professional development. With it, you can create interactive courses, track how well people are doing, and get detailed reports on engagement. Plus, it has powerful AI-powered features, customizable learning paths, and is mobile-friendly – all of which make it perfect for a big, spread-out workforce.
• Learning Experience Platforms (LXPs): Tools like EdCast or Degreed use AI to suggest personalized learning content, helping your employees find the stuff that’s most relevant to their career goals.
• Course creation tools: Software like Articulate 360 and Adobe Captivate let the L&D team design elearning content that’s as rich and engaging as the stuff you’d find in a classroom – tailored to specific skills or roles.
• Video and microlearning platforms: Tools like Vyond or Biteable make it easy to create short-form, engaging content that’s perfect for reinforcing learning and making it stick.
• Analytics and reporting tools: Integrating with tools like Google Analytics or Power BI lets you measure the actual impact of your upskilling program, track how skills are developing, and tie training outcomes to your business KPIs.

With LearnWorlds, you can get every part of your upskilling program running smoothly – from creating courses to delivering them and getting results – and all the while keep your employees engaged and driving growth.

Successful upskilling program examples in financial services companies

We have collected some examples of top financial institutions offering employee upskilling programs. These institutions have made lifelong learning part of their company culture and proudly display it as a benefit for attracting new candidates.

J.P. Morgan

J.P. Morgan is a world-renowned financial institution. They take pride in their commitment to promoting career growth and mobility, having invested $300 million in employee training and professional development.

Their training programs include development sessions for their employees in technology roles, but they also expand to training in the D&I/leadership sector, offering courses like Advancing Black Leaders.

Bank of America

The Academy of the Bank of America provides continuous learning opportunities for its employees with personalized guidance and the use of the latest technologies, like VR and conversation simulators. More than 40,000 employees receive training every year.

The Bank of America takes it a step further, offering free courses addressed to a wider audience outside its workforce.

Goldman Sachs

Another giant in the financial services sector, Goldman Sachs offers their employees onboarding programs, skills-based education, leadership training & project management, complementing their offering with a library of digital resources.

HSBC

HSBC puts a big emphasis on digital upskilling and training for the future to get its global workforce ready for all the changes that are coming its way. The bank is focusing on building skills in areas like data analysis, cybersecurity, and sustainable finance.

They’ve got flexible online courses and certification programs available to make it easier for staff to learn at their own pace. And by making a real culture of continuous learning, HSBC is helping people grow in their jobs and making the whole organization more agile in the process.

How to maintain a continuous upskilling culture

Building a culture of continuous upskilling ensures that employees can stay ahead of the curve when it comes to new tech, regulations, and what customers are looking for. And it’s not about just doing this once, it’s about making learning an everyday part of the job – something that’s embedded into every day’s workflow.

To keep this culture going, financial institutions need to create a work environment that actually values learning. A workplace where people are encouraged to be curious, innovators, and always looking to grow and learning is actually supported, backed, and even rewarded at every level.

Here’s how to make continuous upskilling a culture that sticks:

• Lead from the top: Get your leaders to take part in training and to make it clear that learning is a company value and really matters.
• Learning needs to be part of the job: Give people microlearning opportunities, have digital resources at their fingertips, and make time in the work schedule for them to actually learn what’s going on.
• Use data to help you adapt: Use all the tools at your disposal to track how employees are progressing with their skills and continually adapt your training programs to meet changing needs.
• Reward people for learning: Celebrate when people get new certifications or achieve new skills, and make this a real opportunity for advancement.
• Foster a place where learning happens: Encourage people to learn from each other, get mentoring, and share knowledge across departments – it’s an organizational-wide thing, not just something that happens in isolation.

Measuring the ROI of employee upskilling in finance

If you want to get investment in training initiatives, then you need to be able to justify the return on investment (ROI) of upskilling programs – and in finance, this involves linking what people learn directly to the key things that influence the bottom line. For example, how productive people are, how happy customers are, how well you are complying with regulations, and how you are managing risk.

It’s not just a matter of counting how many courses people have finished. What you need is to be able to show how learning is really affecting the key business numbers. In finance, you might measure this through metrics like how few compliance problems you have, how quickly projects get delivered, how well you are retaining staff, how innovative your people are, and how much trust customers are putting in you.

Leadership’s role in driving upskilling success

Putting a strong upskilling program in place will only ever be as good as the leader who is championing it. Leaders set the tone. They make sure that learning is connected to the overall strategy of the organization, they make sure that the right resources are in the right place, and they model a growth mindset themselves. When leaders make it clear that they value learning, then people are more likely to be interested in learning.

In the finance sector, where change is happening so fast, leaders are key in guiding their teams through this. How? By making it clear that learning is valued, recognizing progress, creating a culture of lifelong learning where people can experiment and try new things, they empower their teams to tackle the new and the unfamiliar – and that’s when innovation and long-term success can really take off.

Create upskilling courses with LearnWorlds

The financial industry is constantly evolving, and the need for employee upskilling programs has never been more urgent. With new technologies, regulations, consumer demands, and cybersecurity threats emerging all the time, financial institutions must take action to stay ahead of the game.

Deploying an employee upskilling program doesn’t have to be a daunting task. With the help of a powerful LMS for employee training like LearnWorlds, financial businesses can create a streamlined and effective training program in no time.

By using LearnWorlds, you’ll have access to all the tools you need to create, deliver, and track your training content. The platform’s user-friendly interface and robust features make it easy to build customized employee upskilling courses that meet the unique needs of your business.

Ready to take your financial business to the next level? Start your journey towards a more skilled and motivated workforce today with LearnWorlds. And with a 30-day free trial, there’s no reason not to give it a try.

Sources

[1] Future of Jobs Report 2025

Androniki Koumadoraki

Content Marketing Manager

Androniki is a Content Writer at LearnWorlds sharing Instructional Design and marketing tips. With solid experience in B2B writing and technical translation, she is passionate about learning and spreading knowledge. She is also an aspiring yogi, a book nerd, and a talented transponster.

Kyriaki Raouna

SEO Content Manager at LearnWorlds

Kyriaki is the SEO Content Manager at LearnWorlds, where she writes and edits content about marketing and e-learning, helping course creators build, market, and sell successful online courses. With a degree in Career Guidance and a solid background in education management and career development, she combines strategic insight with a passion for lifelong learning. Outside of work, she enjoys expressing her creativity through music.