Burning Questions: How Do We Incentivize Our People To Keep Their Skills Up To Date?

As part of our on-going Burning Questions series we’re diving into the topics, concerns, and questions that we hear most commonly when we speak with HR professionals and leaders who are embarking on skills management initiatives. This week we’re taking a look at a question that’s critical to the long-term success of any skills management initiative, “How Do We Incentivize Our People To Keep Their Skills Up To Date?”

It can be a struggle to get people to do anything on a regular basis, aside from checking Instagram. Yet, a skills inventory that is out of date can be a major blow to the efficacy of a skills management initiative and the overall impact that skills data can have on human capital decisions. So, how can your organization incentivize people to proactively keep their skills up to date?

We have identified four easy steps that any organizations can take to keep skills management top of mind and get long-term buy-in from across the organization.

Lead from the Front

There is no more surefire way to have a new initiative fall flat than by not having buy-in and a commitment for follow through from leadership. When it comes to skills management, that means a commitment from leaders – from the C-suite down to line managers – to lead by example and keep their skills up to date in the system. Without this level of commitment, your initiative will be viewed as just a flash in the pan, and you will be hard pressed to get continued engagement.

Incorporate the Data into Processes

Another good way to nudge people towards keeping their skills up to date is by incorporating this data into your planning and review cycles. This can be something as simple as using the data to identify potential internal candidates for new roles or requiring managers to use skills data to justify compensation adjustments on their teams. The point is, you are acting on the data and raising its importance within the organization.

Send Frequent Reminders

As with any task – reminders help. There is a fine line between being annoying and being helpful, but your organization should figure out a plan that works for you – Monthly? Quarterly? Annually? – and stick with it. Establish a rhythm (and expectations) around updating skills right from start.

Celebrate Success

Last, but not least, take the time to celebrate successes. Jacob closed a skills gap on his digital marketing team? Fantastic! Let the other managers know. Donna executed her training plan and just got that promotion she has been working towards? Sounds like the perfect time to motivate the troops and point out that they could be doing the same thing.

If you want to learn more about this topic and the other burning questions that we’ve been hearing from people like you, download our new eBook, “7 Burning Questions in Skills Management.”