?? The impact of skills on performance

Too often driving higher performance and empowering employees with development and growth opportunities are seen and treated as two separate processes. In this edition of The People Leaders biweekly newsletter from Nestor, our focus is on the connection between skills and performance and the impact of skills in enhancing employee performance and driving better business outcomes.?Let's deep dive into the topic and learn more about how to align skills with the business goals and link them to each step of the performance management process. Don't forget to check out also our top 5 reasons why you should focus on skills to drive higher performance.

Enjoy the reading! ??

?? Picked From Our Library?

Nestor: Five reasons why you should focus on skills to drive higher performance

Employee performance cannot be seen as a standalone process focused solely on objectives and metrics but instead, uncover and include actions aimed at future employee development. Learn how skills can bridge the gap between employee development and learning objectives and align them with business outcomes.?

Read more on the Nestor blog

Nestor: Aligning skills to each step of performance management to drive better results

Aligning skills to each step of the performance management processes like goal setting, performance reviews, 360 feedback, and on-the-job evaluation allows us to focus on higher performance and people development simultaneously. But how does enabling skills into a continuous performance management system work??

Keep reading more on the Nestor blog

?? Hand-picked articles we loved

Deloitte : The skills-based organization: A new operating model for work and the workforce

While this is a more broad article focused on skills-based organizations, one of the subtopics covers the relationship between skills and performance which starts with a question: "But should skills be considered in the performance management process?" Learn from the article below how Google is striving to balance skills and outcomes in its new performance management process.?

Read the article on Deloitte's blog

Wisegeek: What is Competency-Based Performance Management?

Competency-based?performance management?uses a list of necessary skills and knowledge, known as competencies, to evaluate an employee's on-the-job performance. This management practice focuses on the skills and characteristics of working employees to determine their on-the-job strengths and identify areas that need improvement. This a very straightforward and easy-to-understand article about competency-based performance management and how it plays out.?

Read the article on the Wisegeek blog

Yoh : How investing in an employee's skill development drives a company's success

This article is a reminder of the many benefits your company gets by investing in employees' skills development. By encouraging your employees to keep learning throughout their tenure with you, you'll see better company results in terms of increased performance, enhanced customer service levels, greater productivity, improved reputation, and higher revenue.

Read the article on the Yoh blog

Accredible : How to Align Job Skills Training to Business Needs

Job skills training and employee development enable organizations to strengthen their departments and remain competitive. A well-planned training and development program helps to engage employees, improve retention and fill skill gaps. The article below offers concrete examples backed by figures about the benefits of employee development and spotlights practical steps to align skills training to business needs.?

Read the article on the Accredible blog

???In the Spotlight

PeopleTech Podcast: Performance and Development in a Skill-Based World

Engagement. Performance. Development Planning. What if you could kill "three birds" with one stone? Bogdan Apostol , CEO and co-founder of Nestor joined PeopleTech Podcast hosted by Mark Feffer to deconstruct how this integration works in a skills-based world.

?? "The necessity to address skill gaps through upskilling and reskilling, to develop critical skills and to tap into contingent workers for specialized projects or tasks inside organizations, has led organizations to consider how they can redesign work around the employees’ individual needs and interests. The pandemic, I think, accelerated this and forced companies to rethink. To rethink how we can move people around from job to job, create mission teams, create specialized teams, and offer the opportunity for employees to develop based on their interests, and what they’re best at."

Listen to the podcast here

Thanks for reading! If you enjoyed our dose of insights about people management and the future of work ?? hit?Subscribe?so you never miss another update.