Here's how you can use feedback and evaluation to bridge skill gaps in the workforce.

Regularly collect feedback from employees through surveys, performance evaluations, and one-on-one discussions to identify specific skill gaps and areas for improvement.

Na minha experiência é importante treinamos todas as lacunas nos 2 primeiros meses, para que no 3 mês esse funcionário, já tenha todo requisito para permanecer na vaga, caso contrário, o funcionário n?o vai se desenvolver como esperado e vai ser mais difícil corrigir.

Uma vez no meu time, tinha um colaborador, o qual estava mais afastado, tentei conversar mas sentir que ele n?o me contou tudo o que realmente estava acontecendo, ent?o apliquei uma pesquisa de clima organizacional, em um formulário online, e lá ele descreveu de fato o que estava acontecendo, e partir de ent?o eu direcionei melhor meus esfor?os para direcionar mais assertivamente o meu colaborador.

1. Dive into the Data: Roll up your sleeves and immerse yourself in the feedback and evaluation data. Look for recurring patterns and themes that surface, revealing both organization-wide skill gaps and individual needs. 2. Strategic Prioritization: Once armed with insights, strategically prioritize the most crucial skills aligned with your business objectives. This informed approach ensures your workforce management strategy effectively tackles priority areas for development.

Create a culture of continuous learning and growth with the organization. Encourage employees to take ownership of their own development and provide opportunities for them to share knowledge and skills with their peers.

Tailor Training and Development: Use feedback to customize training programs and development opportunities to address identified skill gaps, providing targeted support and resources for individual growth.

This is where employers struggle, they want to support employees but don’t want to let them have the time. For example I had a candidate on a course this week who had 60-70 work emails to address at the end of each day, meaning he couldn’t concentrate on the learning.

é importante sempre colocar em prática plano de a??o para realizar treinamento de equipe, para garantir que todo processo ocorra dentro da conformidade.

Monitor Progress and Adapt: Continuously track progress through ongoing evaluation and adjust training strategies as needed to ensure that skill gaps are effectively bridged over time.

To bridge skill gaps in the workforce using feedback and evaluation, I adopt a proactive and observant approach. As a leader, I watch closely during team activities, meetings, and events to assess employee behaviors and skills. I might assign special projects to further evaluate performance. Following these, I conduct post-mortem meetings to dissect what went well and what didn’t. This helps identify specific training or development needs to bridge any skill gaps. It’s also important to recognize and build on what's working well—not just focus on the negatives. This balanced feedback approach ensures continuous improvement and positive reinforcement.