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3 ways to ensure you frustrate and disengage your employees

What’s the sure fire way to frustrate and disengage your employees?

  1. Don’t tell them what they need to do to be successful
  2. Don’t give them the ability to see if they have the skills to accomplish what they need to do
  3. Don’t give them the opportunity to close skill gaps

In the Deloitte study on Human Capital Trends in 2015[1], skill gaps and employee engagement problems are at the top of mind of 87% of the leaders in HR and executive management. Only 14% of L&D leaders believe business leaders view them as strategic partners, with 52% seen as mediocre partners or worse.  This is because skill gaps and employee disengagement continue to grow, and leadership doesn’t see L&D as the solution.

Want to ensure that your business leaders don’t view you as a strategic partner?  Follow these 3 steps.

Don’t tell them what they need to be successful

A competency model describes what it looks like to be great in each role.  It defines the skills required to execute their part of corporate strategy.  If you don’t want to tell your employees what they need to be successful, don’t create a competency model for each role.

Don’t give them the ability to see if they have the skills to accomplish what they need to do

When a competency model exists, in order to make it actionable, you need to enable people in that role to self-assess against it and identify their specific skill gaps.  If you don’t want to give your employees the ability to see if they have the skills required for their role, don’t enable them to self-assess against that model with a competency assessment tool.

Don’t give them the opportunity to close skill gaps

After people have self-assessed against a competency model for their job and know what specific skill gaps they have, you need to automate the identification of competency-based learning relevant to their needs, known as personalized learning.  This eliminates guessing.  If you don’t want to give your employees the opportunity to close skill gaps, don’t provide a personalized learning plan.  Just hope that their managers can coach them up.

 

[1] Bersin by Deloitte. (2015).  Reimagining L&D Capabilities to Drive Continuous Learning

Also at: https://www.linkedin.com/pulse/3-ways-ensure-you-frustrate-disengage-your-employees-cheryl-lasse

 

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