VMware IT Team Retraining: Preparing for a Post-VMware World

VMware IT Team Retraining

Moving off VMware isn’t just a technical migration – it’s a human transformation. New platforms and approaches will replace your IT team’s familiar VMware environment.

Whether this shift is prompted by Broadcom’s VMware acquisition or a strategic cloud transition, success depends as much on retraining your IT staff as on the technology choices. A proactive reskilling plan will ensure your team isn’t just surviving the VMware exit, but thriving in the new environment.

Pro Tip: You can buy new platforms – but you can’t buy experience.

Read our strategy guide, VMware Exit Strategy: How to Leave VMware Without Disruption.

Step 1 – Identify the Skill Gap

Start by identifying exactly what skills your team has today and what skills they will need in the future. Essentially, perform a skills inventory of your VMware-focused team and compare it to the target environment’s requirements.

List out your team’s current VMware skill clusters by function or domain – for example, virtualization (vSphere, vCenter), storage & networking (vSAN, NSX), automation (vRealize Suite, PowerCLI), and operations (vRealize Operations).

Next, map these existing competencies against where you’re going – whether it’s AWS, Azure, Nutanix AHV, Microsoft Hyper-V, KVM/OpenStack, or another platform.

This gap analysis will reveal which capabilities transfer easily and which require retraining from scratch. Often, fundamental concepts carry over, but platform-specific tools and processes must be learned afresh. Document these gaps for each role on the team.

Pro Tip: Skill mapping is your new architecture diagram.

Step 2 – Map Training Focus Areas to Target Platforms

With the skill gaps defined, outline the new focus areas each target platform requires, and pair these with appropriate learning paths or certifications.

For example, moving from VMware to AWS or Azure means the team must learn cloud-specific domains like IAM security, virtual networks, and cloud storage that have no direct VMware equivalent.

Use the matrix below to map out platform-specific skills and recommended training. This “Platform Shift – Core Skills to Learn” table helps everyone see the road ahead at a glance:

Platform Shift – Core Skills to Learn:

This matrix acts as a roadmap for your training program. Use it to budget time for each platform track and ensure every critical skill is covered as you transition away from VMware.

Step 3 – Build a Phased Training Plan

Retraining isn’t a one-week seminar or a single online course – it’s a structured program that should run in parallel with your migration project. Design a phased training plan that aligns with each stage of the VMware exit.

That way, your team’s knowledge ramps up in sync with the new platform rollout, rather than lagging behind or trying to catch up under pressure.

Consider breaking the program into phases like these:

1. Foundation (0–3 months): Awareness sessions and skill gap assessment. Outcome: Role-based learning plan approved.
2. Core Training (3–9 months): Platform-specific courses, hands-on labs, and certifications. Outcome: First pilot team certified on the new platform.
3. Advanced Operations (9–15 months): Cross-platform management and automation training. Outcome: Teams can manage a hybrid environment confidently.
4. Transition Readiness (15–24 months): Shadow operations and cutover simulations. Outcome: Full handover readiness achieved.

Staging the training in phases ensures the learning is digestible and timely. By the time you cut over from VMware, your admins and engineers will have already practiced on the new platform – not scrambling to learn basics during the migration.

Pro Tip: Train ahead of migration – not during it.

Step 4 – Blend Retraining and Hiring

The best approach is to blend internal upskilling with a few strategic external hires.

This way, you keep valuable institutional knowledge while adding fresh skills quickly.

Identify critical skill gaps that may require an external hire (for instance, a cloud networking specialist if no one in-house has that expertise). Plan to bring in one or two experts for each major new platform you’re adopting.

Importantly, don’t simply replace your VMware admins. Those veterans know your infrastructure and requirements inside out.

Have your new hires mentor the internal team and vice versa. For example, pair a seasoned VMware admin with each incoming expert – the newcomer shares best practices while the insider provides legacy context. Both will learn from each other through this cross-pollination of knowledge.

Pro Tip: Retraining builds loyalty — hiring builds velocity.

Step 5 – Address Cultural Resistance

Major platform shifts can create anxiety among IT staff.

Many VMware veterans have spent years mastering that ecosystem, so moving to a new platform may feel like starting over – triggering fear of the unknown. Acknowledging this cultural dimension is as important as addressing the technical changes.

To reduce pushback and keep morale up, communicate the “why” behind the migration early and clearly. Explain the business drivers, for example, cost savings and greater flexibility, so everyone understands the reason for change. When people grasp the rationale, it’s easier for them to accept the disruption.

Next, involve your seasoned VMware admins in shaping the new platform. Invite them to help evaluate tools and lead pilot projects. This inclusion gives them ownership of the solution. As they contribute and see even small wins in a pilot, skepticism turns into buy-in.

Realign incentives to reinforce the new direction. Recognize and reward team members who earn new certifications or hit training milestones. Highlight their newly acquired skills in team meetings or newsletters. Positive reinforcement will nudge the team culture toward embracing the change.

Start with small, low-risk migrations to let people acclimate gradually. Hands-on success in a controlled setting builds confidence – and as confidence grows, resistance diminishes.

Pro Tip: People resist what they don’t help build.

Step 6 – Align Incentives and Leadership Messaging

Top-down support and aligned incentives are crucial to make retraining stick.

Your team should see that management fully backs this effort and ties it to the organization’s success. Leadership must create an environment where learning the new platform clearly benefits each person’s career growth.

Set measurable targets for retraining outcomes. For example, aim for a certain number of certifications within 12 months or a reduction in incidents post-migration. Quantifying clear goals signals that retraining is a mission-critical project with visible results. Track progress against these goals regularly.

Make these targets part of performance reviews and even bonus criteria to incentivize participation. If mastering the new platform is tied to evaluations and rewards, staff will be far more motivated to invest time in it.

Leadership should constantly reinforce that the platform transition’s success hinges on the people. Use town halls and emails to spotlight team progress and show that employees’ efforts are driving the change.

How long does it take to leave VMware? – VMware Migration Timeline – Phased vs Big Bang Approaches.

Checklist – IT Team Retraining Plan

• Conduct a skills inventory (by function: compute, storage, network, etc.) and map each VMware skill to its equivalent on the target platform.
• Define training paths and certifications for each new platform (e.g. AWS Solutions Architect, Azure Admin, Nutanix NCP for relevant team members).
• Schedule training in phases aligned with the migration timeline, ensuring the team learns ahead of each deployment phase.
• Blend internal upskilling with strategic new hires – pair seasoned VMware staff with incoming platform experts to facilitate two-way knowledge transfer.

5 Rules for a Successful IT Retraining Program

Keep these five rules in mind as you execute your IT team retraining program:

1. Start retraining 6–9 months before the VMware migration – not after.
2. Blend retraining with external hiring – don’t rely on just one approach.
3. Reward participation by tying training to performance goals and recognizing achievements.
4. Communicate “why” before “how” – ensure everyone understands the reason for the change before the technical training.
5. Keep morale high – frame retraining as an opportunity to grow, not an ordeal.

Pro Tip: Your people are the one migration tool Broadcom can’t control.

Read about our Broadcom Audit Defense Service.

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