Employee skills development: KIROI step 8 for leaders

Employee skills development as a key success factor for managers

Employee skills development plays a central role when it comes to sustainably strengthening teams and ensuring the performance of organisations. Managers are faced with the challenge of recognising individual skills and promoting them in a targeted manner, while at the same time supporting change in their organisations. Professional support formats can provide valuable impetus and practical solutions.

Methods for developing employee competences for managers

A wide range of methods support managers in taking a structured approach to employee skills development. Coaching offers the opportunity to analyse individual challenges and develop tailored solutions. This enables managers to promote and utilise new skills directly in their day-to-day work.

Another tool is mentoring, in which experienced managers pass on knowledge and facilitate an exchange. Reverse mentoring in particular opens doors to new digital skills and modern working methods, which can boost employee skills development in the long term.

In addition, further training courses and seminars impart targeted knowledge, for example on change management or conflict resolution. In combination with on-the-job training, this creates a comprehensive learning environment that effectively promotes employee skills development.

Practical examples of employee skills development

KIROI BEST PRACTICE at company XYZ (name changed due to NDA contract) A manager in the IT sector was supported by means of individual coaching sessions. The focus was on analysing strengths and promoting communication skills within the team. Practical approaches were developed on a day-to-day basis, which favoured open feedback and improved team dynamics. The implementation and reflection of the changes could be accompanied directly, which noticeably improved team cohesion.

KIROI BEST PRACTICE at ABC (name changed due to NDA contract) A hybrid learning programme was introduced in a production environment to facilitate the use of machines and digital controls. Individualised support significantly increased employees' self-confidence and improved communication within the team. Continuous support during the process helped managers to set realistic goals and utilise actionable impulses.

KIROI BEST PRACTICE at DEF (name changed due to NDA contract) In the sales team, a modular training programme supported the development of project management skills. Targeted impulses enabled employees to systematically expand their skills and master complex tasks more efficiently. Managers appreciated the practical support that accompanied the development process and focussed on individual needs.

Important aspects of supporting employee skills development

Managers often seek support in organising employee skills development because they are faced with specific challenges. Support should not be seen as a quick fix, but rather as a long-term process that offers orientation with a variety of impulses and practical support.

A central component is the customisation to the needs of the team and the respective project. This allows existing resources to be utilised and further developed in a targeted manner. Communication and continuous feedback form the basis for progress, which can then be implemented directly in day-to-day work.

At the same time, the support creates an understanding of the complexity and long-term requirements of skills development. This prevents unrealistic expectations and supports sustainable success.

The role of digital skills in employee skills development

Increasing digitalisation is changing the demands placed on employees in almost all sectors. Managers are recognising that digital skills are essential today and are therefore integrating them specifically into development programmes. Reverse mentoring is an effective tool for promoting dialogue between experienced and younger employees and incorporating new perspectives.

Practical examples show that the promotion of digital skills has a direct positive impact on project work and collaboration. Accompanying counselling integrates digital tools in a meaningful way and reduces inhibitions, which efficiently supports employee skills development.

My analysis

Employee competence development is a dynamic, individual and long-term process. Managers benefit from supportive guidance that does not promise quick fixes, but provides realistic impetus and practical methods. This enables employees to systematically strengthen their skills and actively shape change within the company. The combination of coaching, mentoring, further training and digital skills development creates a solid foundation for sustainable success.

Further links from the text above:

[1] KIROI Step 8: Employee skills development for managers - SAULDIE

[4] Employee development with KIROI: How to strengthen competences in a targeted manner - SAULDIE

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