What do you do if your employees in HR Operations lack the key qualities and skills valued by bosses?

The real change begins with an acceptance. Acceptance by the individual that something needs improvement. Very important to sit down with them to discuss their performance, the goods & the weaker parts. An open conversation will help them realise the gaps. Once they accept, half the battle is won. Give your recommendations, set a timeline and handhold them

All of the options. Set your people up for success! Go from there. Always seek to understand and remember a leader is always meant to mentor, teach,support. We are nothing without our team.

Consider implementing performance management systems to identify areas for improvement and provide clear career progression paths, while also fostering a culture of continuous learning and knowledge sharing within the HR Operations team.

Feedback is the key, I must say. Technical skill assessment & training wont help much as it is an issue of personality mismatch. I would prefer spending time with them making them understand the scenario where they realize what is expected out of them and how can they meet the expectations. Sometime, only thing you need to do is to push them in crisis but handhold them. They will win over the situation

Understanding the overall situation is must!, I mean, the factors may caused to let the subordinate under performed like, the work environment, the skill level, the motivational factors and the expectations. While assessing the overall situation, a comprehensive personal development plane is necessary to initiate fostering the honest feedback based upon consistent task delegation and reviews will definitely make the difference.

Make sure to include the team in picking the type of training or making decisions about what skills to target. This is crucial in not showing your investment in them but their buy in for investment in themselves.

When employees lack the required skills to perform optimally the major move is to identify the skills gaps and having done this work towards ensuring that these gaps are filled by embarking on relevant training; hands on, job specific, mentoring, coaching and certification training to bridge the identified gaps for enhanced performance.

To address the lack of key qualities and skills among employees in HR Operations, implement performance metrics aligned with valued traits. These metrics should reflect organizational goals and bosses' expectations. By setting measurable objectives, you provide a roadmap for success and enable objective assessment of progress. Ensure metrics are realistic, attainable, and regularly reviewed to foster continuous improvement within the team.

Setting a realistic, measurable and time bound performance metrics is a tricky business. To get this job done effectively, the boss must review and set the goals through incorporating the subordinate's inputs and suggestions. This will make the subordinate's feel more associated with the goals and will strive to accomplish it which will further lead to a strong team formation. Imposing the self set goals will lead to demoralization of demotivation.

It is invaluable to feedback within the operational environment. When time is a major factor the continuous improvement should be recognised and communicated. One way of doing this is creating a hub to congregate and discuss but also display key metrics.

It's essential to establish a feedback loop to address these gaps proactively. This begins by initiating open and honest discussions to identify areas for improvement and gather insights from both employees and management. You’d want to work collaboratively with employees to develop tailored development plans aimed at enhancing their skill set. This could involve a combination of formal training programs, on-the-job learning opportunities, and mentorship initiatives to facilitate growth and development. Regular check-ins and performance reviews would be a must! Follow through is a skill that many leaders seem to lack - you’d want to monitor progress, provide constructive feedback, and track the effectiveness of the interventions.