As labor demands are becoming more intense, employers are looking to the resources already available to them—their current employees—and working to teach them the new skills they need to be successful. But upskilling efforts are not created equal. To be successful, it’s important to view upskilling as a business investment, not an expense. If corners are cut or budgets are slashed, your return on investment will suffer. Once the funding is worked out, think about how the course will be designed. Oftentimes, programs are built like a menu of “main course” options for employees to pick and choose from. Instead, offer employees a “salad” that blends different skills into a specific context. Leverage data and new tools to more efficiently deliver material and empower employees to learn. That said, it’s also important to play on employees’ curiosities. Learning should be fun, and focusing on the joy of learning new skills is one way to boost engagement with the material while realizing more powerful impacts.