The Skills Shortage is Real — But So Are the Missed Opportunities in Upskilling
- Kelly Stubbs
- Jul 20
- 2 min read
We hear it almost daily — there’s a skills shortage. Whether it’s in infrastructure, property, engineering or delivery, the message is consistent: we can’t find the right people.
And it’s true.
But there’s something else going on too — something less talked about.
We’re missing huge opportunities to upskill and support the people already in the business.
Talent Is Often Already in the Room
When we speak to clients about a role, often the first thought is: “We need someone new.”
But many organisations are sitting on people who are already 70% of the way there — technically capable, culturally aligned, and embedded in the business.
They just haven’t had the investment, encouragement or stretch opportunity yet.
Hiring externally isn’t wrong — sometimes it’s the only option. But if you’re always looking outside to fill the gap, it might be worth asking: what are we doing to develop the people we already trust?
Why Aren’t We Upskilling?
Time, budget, resources — these are real constraints. But often, it’s mindset.
We underestimate what people are capable of.
We wait until someone’s “ready” instead of helping them get there.
We see upskilling as a risk — but overlook the risk of turnover.
Most people want to grow. If they can’t do it with you, they’ll go somewhere they can.
Upskilling Is Retention
The firms we see winning long-term are those that:
back their people,
create clear internal pathways,
and give team members the tools to step up — even if it means a little short-term stretch.
It’s not about turning everyone into a unicorn. It’s about building confidence, competence, and loyalty over time.
The Takeaway
The skills shortage is complex. But not all of it is external. Some of the solution lies within your own team — if you're willing to look.
If you feel you need some help in identifying the shortages and see the opportunities for external growth, feel free to reach out to kelly@epcconsult.com.au
