A common problem among companies is talent retention. The situation is caused by different factors, but can be mitigated with a good mapping of team skills and a personalized career plan for each employee.
The problem is that most companies do not put this idea into practice. A survey by the Robert Half consultancy, published by Exame, highlights the problem. According to the data, 82% of businesses in the country suffer from turnover, or employee turnover.
This scenario is largely caused by the adoption of the HR department, to the detriment of people management. This means that companies are unable to develop talent and do not envision growth for their employees.
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How to map your team's skills?
The idea behind this practice is to define the skills required for poland whatsapp data each position in the company. This way, managers know what to expect from each employee and, at the same time, the employee understands what they need to develop to reach that position.
In this scenario, it is necessary to understand the concept of the acronym CHA: knowledge, skill and attitude. These three factors are necessary to define what a competency is, thus covering the technical part, the possibility of putting an act or function into practice and the ability to relate to other people.
From there, it is possible to start mapping skills. This process can be carried out in a very simple way: using an Excel spreadsheet.
Skills map for the team
Execution can be done in two ways, either internally or by an external person. However, in the second case there may be distortions, since the responsible professional does not fully understand how the organization works.
It is necessary to ask the employees themselves, through a questionnaire, for example, what is necessary to perform that function. At the end, an assessment should be applied with 3 biases: from the employee about himself, from the employee about the leader and other colleagues, and from the manager about the employee.
From this, a map is generated, which can be by sector or, if the company has few employees, for the entire organization. There, what is very important is specified in green, what is important in yellow and what is not very important in red.
Read also: 6 tips for building high-performance teams
The assessment should be done at least annually. The advantage of this practice is knowing what is necessary to develop each employee and establishing a relationship of transparency, so that the company and employee are aligned regarding their interests.