How To Address Skills Gap In Your Organization

Young business people meeting at office and discussing together a new startup project.

Without your colleagues, subordinates, and team members, your organization comes to a halt. The combined efforts and input in the organization translate into the type of service, brand, and profits your company will have. It’s therefore essential to address any skills gaps that may appear and navigate how to work through them. The delivery and strategy you use are crucial for effective communication and responses. Here are some ways you can address skills gaps in your organization.

  • Evaluate The Workforce

One of the ways to address the skills gap in your organization is to carry out a capability assessment. Assessments mean analyzing the displayed skills within the organization and involving team members to assess each other together with management. A worker’s managerial assessment may differ from a subordinate’s assessment because of the varying working dynamics. Combining assessments may provide a general depiction of how one performs.

  • Types of Evaluations

Evaluations come in different forms, such as assessment sheets and self-assessment data software. Such assessment tools evaluate leadership, communication, rate of return, and strategic responsibility. Once the information is submitted, it’s necessary to review the data objectively as the data is required to improve overall organizational productivity.

  • How To Utilize Evaluation Data

Combined data from evaluation assessments help to restrategize the workforce if necessary. Depending on the evaluation results, you can place workers in different departments. Internal shuffling can help to bring together like-skilled people for better organizational results. As a result of the departmental shuffle, more skilled workers can also lead and guide those that may require more supervision.

On the other hand, evaluation results may lead you to seek a better-skilled workforce. You can analyze data derived and draft the kind of skills that you require for organizational productivity.

  • Provide Training

A practical strategy to address skills gaps within your organization is to provide hands-on training. Once you identify workforce strengths and weaknesses, you can organize training for the workers in question to receive training to help address the gaps. Depending on the type of work executed, you can facilitate training through outsourcing professionals or shadowing internal experts in the field for a certain period.

  • Organize Team-Building Sessions

Team building means bringing the workforce together to work on common activities. Team building can take shape in various ways, such as an internal sports day, team vacation, and discussion turntables.

You can create a game that requires communication, such as ‘broken telephone’ where one person at the beginning of a line whispers a message to the next, and the understood message has to be passed on until the end of the other line. You may find that it would have been entirely misconstrued once the message reaches the end of the line.

If you find efficient communication is a gap within the organization, such a team-building game can be a platform to address it. This is a practical means of addressing gaps and actively involves the team, encouraging reciprocation and openness.

  • Offer One-On-One Discussion Sessions

One-on-one sessions are essential for an in-depth understanding of why there are recurring skills gaps within the organization. These discussions may unearth information that may otherwise have been overlooked, such as the shortage in work tools required to deliver quality output. It may simply be a situation where a worker has been failing to communicate their needs or that the needs were not addressed in time, thereby displaying a skills gap. Through these discussions, you reach understandings together and form practical paths to improvement.

  • Observe Workforce Behavior

Workers may not always be vocal regarding work dynamics and politics. What you may be perceiving as a skills gap may be the results of negative experiences such as workplace bullying, racism, and sexism. Once a person experiences such negativity, it may be difficult to produce quality results due to trauma and anxiety.

Observing behavior may be in the form of paying attention to body language during your one-on-one sessions. Body language tells whether there may be more than what they vocalize. As you mingle with your team, you can also notice different cliques that may form or pick up on a tense atmosphere you may have otherwise missed and read as a skills gap in your organization. Once you analyze the working environment considering this, you can improve accordingly.


There are different ways that you can address skills gaps in your organization. Some of the ways include evaluation assessments, providing training, and team-building sessions. One-on-one discussion sessions and observation are also strategies to have an in-depth understanding of the skills gaps you may have noticed.


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