Insights · Article
What skills do your employees really have?
Map what employees can do, what their roles require and which activities give them energy.
Start with the role profile
A role profile describes the skills the work requires. A personal skills profile shows which skills someone already uses, at what level and how much they enjoy using them. Discuss skills from earlier roles, projects or training too. They may be useful in work that currently sits with another team.
Ask three questions about each skill
- How proficient am I? Describe what you can do independently and give a recent example from work.
- How important is this skill in my current role? Look at what the role requires and how much the skill matters to the outcome.
- How much do I enjoy using this skill? Discuss which tasks give you energy and which you would prefer to do less often.
Look beyond proficiency
Imagine a project coordinator who can build complex schedules independently but finds the work draining. The same colleague gets energy from facilitating project meetings. When an internal project calls for both skills, discuss how the work is divided. A role with more team coordination may suit them better, while another colleague could take on scheduling.
Agree an action and follow up
Choose one action together. For instance, have the employee facilitate a project meeting and get feedback from an experienced colleague. Afterwards, discuss what went well, whether the work gave them energy and what they want to develop next. This keeps the skills profile useful for development conversations, work allocation and internal mobility.
Read also · Turning jobs and roles into skills
Read also · How do you know someone really has a skill?
Based on a LinkedIn post by Mark van der Lippe.
Read the original LinkedIn postGet started
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