How a weekly check-in helps employee upskilling
A high performing team is like a well-oiled machine. But just like machines, if parts are missing, it won’t work as well as it could. Employers face this challenge as skills shortages, higher attrition and changing business demands become all too typical.
Forbes reports that, over only four years, one-third of the skills required for any position become unimportant enough that they're no longer included in the job description.
A weekly check-in helps you understand which skillsets are missing from your team. But most importantly, an employee check-in can show you who in your team might be best placed to learn these skills through employee upskilling or reskilling. It’ll also help you keep track of their development.
HR blame lack of skilled candidates
Seventy-five percent of HR professionals who had difficulty recruiting blamed it on applicants lacking the necessary skills.
The pandemic hasn’t caused these issues, merely shone a spotlight on them. A 2018 SHRM study reported that 83% of US businesses had difficulty hiring acceptable candidates in the previous twelve months. Over a third reported a drop in candidate quality across the board, with 45 percent citing poor applicant quality for specific positions.
The UK has a digital skills shortage. Less than half of British employers think students leaving full-time education have the digital skills needed for the workplace. While 70% of those students expect employers to train them on the job.
There is an imbalance of talent thanks in part to the great resignation. But developing staff with an employee check-in could be the solution.
How a weekly check-in supports employee upskilling
This is an opportunity to support your people to reach their full potential. The added benefit of upskilling your existing staff is that it motivates them to become employee advocates. That means you’ll be a more attractive employer to new talent, giving you another way of overcoming skills shortages.
So how do you implement on-the-job learning with minimal disruption or adding workload to everyone’s working lives? A weekly employee check-in can integrate upskilling with their other responsibilities.
Check-ins are light-touch but generate lots of feedback
A weekly check-in is more frequent but far less bulky that your average survey. You might be worried this means you lose data but the reverse is true. Compared to old-fashioned surveys, smaller and more personalised set of questions will get you a much higher response rate. You can also set individual questions, giving time and space to personal development and upskilling. Additionally, the frequency makes sure you get real-time insight rather than just a snapshot.
Check-ins encourage your people to ask for help
Check-ins offer a range of qualitative and quantitative questions addressing different aspects of the employee experience. They tend to be quite open-ended, and even the quantitative ones usually have sections for further information.
This enables your staff to raise issues that matter to them, as well as the areas they’re most eager to improve. This sense of participation is essential for building the engagement necessary to get your team onboard with employee upskilling.
Goal-tracking helps identify weaknesses and strengths
Goal-tracking turns performance tracking on its head. Rather than a top-down request, your team pushes information upwards. Goal-tracking also gives you a solid metric. For example, SMART Goals can show where an employee has difficulty with specific subtasks while excelling at others. On the other hand, OKRs might show that completed projects aren’t having the impact on company objectives that you need really them to.
Check-ins track retraining and upskilling progress
A Weekly10 check-in helps employees track their progress with workplace training courses. It’s incredibly easy for managers to add courses to the profiles of their staff, and for employees to tick off completed sections as they go.
Developing staff with an employee check-in will help you take your first steps in building a truly education-friendly workplace culture.