I’ll let you in on a little secret that’s hiding in plain sight at your company.
No, it’s not new management techniques or the latest productivity apps. It’s the skills and talents of your own people that you’re probably overlooking.
Think about it – each of your employees brings a unique set of skills, experiences, and superpowers to the table. But unless you’re actively mapping and leveraging those skills, you’re essentially operating in the dark, wasting valuable resources and opportunities.
That’s where skills mapping comes in. By shining a light on the skills within your organization, you can unlock new levels of productivity and innovation.
If you’re still not convinced, read on and see why skills mapping matters, and how to start tapping into this hidden goldmine at your company.
What is Skills Mapping?
Skills mapping is exactly what it sounds like – taking an inventory of the skills, knowledge areas, and capabilities that exist across your workforce. It’s creating a detailed skills database or skills directory that captures what your people know and what they can do.
Now you might be thinking, “But we already have job descriptions and resumes that cover this.” Yes, those give you some insight into skills. But skills mapping takes it further by uncovering the full breadth of expertise within your organization – including talents that may not be directly tied to someone’s current role.
It’s like going from stuffy old job descriptions to jazzy new LinkedIn profiles on steroids. Except in this case, the goal isn’t flexing for recruiters, it’s understanding how to maximize the human potential you already have.
The Benefits of Mapping Your Employees’ Skills
Why put in the effort to map skills?
Well, besides the fact that you’re sitting on an untapped goldmine of talent and upskilling opportunities, there are some key benefits:
Improved workforce agility and deployment: With skills mapping, you can quickly identify and deploy the right people for projects, initiatives, and roles as needs shift. Forget scrambling to find resources – you’ve got a full view of your bench strength.
Optimized talent development: Skills maps highlight gaps but also areas of mastery. You can use these insights to provide focused training, mentoring, and job rotations – the whole nine yards to grow your people.
Mitigated risk from turnover: Skills mapping creates company-wide knowledge about critical skills. If Susan in Accounting leaves, you know exactly who else has her fancy financial modeling skills and can step into her role.
Boosted innovation and collaboration: With transparency into skills across teams and departments, you can assemble high-performing cross-functional teams to tackle complex challenges.
The bottom line?
Skills mapping allows you to be more agile, efficient, and competitive by making the most of the remarkable resources you already have – your people.
Overcoming the Obstacles of Skills Mapping
Now that you’re sold on mapping those talents, it’s only fair to give you a heads-up on some of the hurdles:
Getting comprehensive, up-to-date skills data can be a bear: Employees are busy, skills change, and new expertise develops. Capturing all of this in a timely, accurate way takes diligence.
Subjectivity and imprecise skill definitions: One person’s “advanced Excel” is another’s “vlookup basics.” You’ll need clear skills taxonomies and levels to prevent a hot mess.
Constant change and data privacy concerns: People may be skeptical of skills sharing and assessments, fearing they’ll be judged. Clear communication and guidelines are a must.
But don’t let these typical growing pains stop you.
With the right approach of engaging employees, defining skills, and committing to maintaining currency, you can overcome the bumps. Because the payoff on the other side is huge.
Do’s & Don’ts for Skills Mapping
Mapping skills across your organization is one of those tasks that’s deceptively challenging. It looks simple enough on paper, but quickly gets hairy in practice. To steer you in the right direction, here are some top tips:
DO get buy-in and participation from the start. A bottom-up skills inventory is far more powerful than something imposed top-down. Involve employees in designing the process and defining skills.
DON’T rely solely on self-assessments. People often unconsciously undermeasure or overinflate their skills. Build in skills validation through ongoing peer feedback, work samples, and credentials.
DO create a living, breathing skills database – not just a static report. Roles and responsibilities change constantly. Your skills data needs to be dynamic and up-to-date to be truly valuable.
DON’T get overly complicated and granular. Focus on categorizing and prioritizing skills that are most critical for your workforce. Trying to map every last skill leads to overwhelm. Especially ones that aren’t relevant to your business.
DO integrate skills mapping into core HR processes. Use it to inform hiring, staffing, learning, career paths, and more. Don’t treat it as a siloed exercise.
DON’T make high-stakes decisions based solely on skills data. Use insights carefully and make sure to supplement them with other data points like their manager’s input. Remember, skills mapping is a tool, not the whole answer.
Follow these do’s and don’ts, and you’ll be well on your way to unlocking the potential of your in-house skills reserves.
The Hidden Skills Catalyst for Your Business Growth
If you take nothing else away, let this be it: Your company’s most powerful growth engine isn’t a fancy product or new marketing campaign. It’s the skills of your workforce that you haven’t fully harnessed…yet.
Once you shine a light on those skills through meticulous mapping, amazing things start to happen. You can tackle unforeseen challenges and capitalize on emerging opportunities by easily redeploying existing talent. You can drive continuous upskilling and career growth. You can uncover ideas and solutions from the most unexpected places when you assemble diverse skills.
In essence, skills mapping allows you to maximize your human capital in entirely new ways. It’s the key to unlocking employee engagement and new levels of productivity.
