LEARNING
When an employee wants to learn new skills or improve an existing one, where do they turn?
According to a study conducted by Degreed, more workers turn to their colleagues first and to their managers second.
(https://hbr.org/2018/11/how-to-help-your-employees-learn-from-each-other)
Knowledge sharing across the organisation's employees can be a powerful development tool that also builds relationships and increases collaboration.
You are tapping into the expertise that is already present within your organisation. You hire smart people so why not use them to share their expertise with others.
Employees may not be as aware of a colleague who could help them develop a certain skill when they are working remotely, so being able to tap into capability data enables them to reach out for learning and development.
Summary
Making employee capability visible across the organisation has many benefits including skills gap analysis.
In hybrid teams its power is in its ability to empower employees to connect, collaborate and build relationships.
Employee visibility
Every member of the team should know what the capability and strengths of their co-workers are so that they can leverage them.
In a physical face-to-face environment, employees can be more aware of their colleagues skills and capabilities because they overhear conversations and witness interactions.
Consider conducting a regular audit of skills and making that data accessible across the organisation. In this way any employee can seek out the capabilities of colleagues.
LEVERAGE
When the UK based customer service team receive correspondence written in Japanese, they could either turn to Google Translate or access the capability data and find a colleague who speaks Japanese.
When the IT team are approached for support with an application written in Python by a rogue programmer who has now left the company, they can search the capability data to determine if there is any potential assistance in-house.
The ability to leverage the capabilities of others in the organisation not only builds relationships and increases collaboration, but also boosts employee engagement and motivation. All of these are crucial for employee wellbeing when working in hybrid teams.
ABOUT KAREN
Internationally acclaimed.
I am an organisational change and service management rebel with a cause!
Acclaimed internationally as an author and speaker, with industry acknowledgement of my reputation as a Thought Leader, I provide both strategic and practical advice and insights to my audiences.
My ability to share my experience and knowledge ensures that everyone is empowered to make a difference within their organisation. As a self professed organisational change management rebel with a cause, I push the boundaries of the profession and challenge traditional ways of thinking.
I am obsessed with the people side of change in a world in which change is constant, volatile, uncertain, complex and ambiguous.
I have the firm belief that resilience in the face of relentless change is key to organisational survival
In 2011, I authored the breakthrough publication ‘Balanced Diversity – A Portfolio Approach to Organisational Change’ introducing an innovative framework for ensuring that organisational changes become embedded into the fabric of the organisation. The revised edition will be available shortly.
2019 saw the publication of my second book “Game On! Change is Constant. Tactics to Win When Leading Change is Everyone’s Business". It explores how every organisation can be fit, skilled, capable, supported and well-prepared for constant change.
My third and fourth books “Unleash the Resiliator™ Within” were published in 2020. The handbook for individuals enables everyone to be resilient in the face of constant change. The handbook for leaders enables leaders to create, maintain and sustain an environment in which resilience can thrive.
Contact me at [email protected] or via the contact page.