Developing employee competences is a key building block for sustainable corporate success. Many managers are looking for effective ways to strengthen the potential of their teams. This is not just about imparting specialist knowledge, but above all about developing methodological expertise, self-reflection and teamwork skills. KIORI Step 8 focuses on employee competence development because it places the practical level at the centre. Here, employees learn through direct application and experience how new skills prove themselves in everyday life.
Building employee expertise in practice
Employee competence development begins with analysing the current competence profiles. Managers identify the strengths and development areas of their employees. Individual development plans are then drawn up. These plans combine various learning formats such as workshops, mentoring and on-the-job training. Employees take on new tasks and improve their skills in a real-life context.
A practical example: In a medium-sized company, methodological expertise was strengthened through regular reflection sessions. Employees learned to systematically analyse problems and develop solutions. This noticeably improved the quality of work.
Another example: a team from the field of project management used peer learning formats to support each other. This allowed everyone involved to benefit from the experience of others and expand their own skills.
A third example: Leadership coaching was offered in an international company. Managers received individualised support and were able to develop their skills in a targeted manner.
Building employee expertise through job rotation and project work
Job rotation and project work are proven methods for building employee expertise. Employees take on new tasks and improve their skills in a real-life context. They learn to think and act across departments. This leads to a deeper understanding of company processes.
One example: Regular workshops on new technologies were offered in a financial services company. Employees learned how to use digital tools effectively and optimise their work.
Another example: a team from the sales department used regular feedback sessions to improve their communication skills. The employees received constructive feedback and were able to develop their strengths in a targeted manner.
A third example: A mentoring programme was introduced in a service company. Experienced employees accompanied new colleagues over a longer period of time. This led to faster integration and greater motivation.
Individual support and feedback
The coaching level is crucial for building employee competences. Mentoring programmes and one-on-one coaching sessions offer targeted feedback and individual support. Coaches help to overcome challenges and develop personal strengths.
An example: Leadership coaching was offered in an international company. Managers received individualised support and were able to develop their skills in a targeted manner.
Another example: a team from the field of project management used peer learning formats to support each other. This allowed everyone involved to benefit from the experience of others and expand their own skills.
A third example: A mentoring programme was introduced in a service company. Experienced employees accompanied new colleagues over a longer period of time. This led to faster integration and greater motivation.
Building employee expertise through workshops and teamwork
Workshops and teamwork are an interesting alternative to training. They involve the participants more closely and give them the opportunity to apply the knowledge they have acquired in practice. By working on tasks together, the participants get to know each other better and become more closely connected.
One example: Regular workshops on new technologies were offered in a financial services company. Employees learned how to use digital tools effectively and optimise their work.
Another example: a team from the sales department used regular feedback sessions to improve their communication skills. The employees received constructive feedback and were able to develop their strengths in a targeted manner.
A third example: A mentoring programme was introduced in a service company. Experienced employees accompanied new colleagues over a longer period of time. This led to faster integration and greater motivation.
My analysis
Building employee competences is a continuous process that requires individual support, practical application and regular feedback. Managers who actively shape this process create the basis for sustainable success. The combination of workshops, mentoring, job rotation and teamwork makes it possible to systematically strengthen employees' skills. The result is a high-performing team that masters challenges together.
Further links from the text above:
Popular methods for developing the skills of company employees
Building employee competences: tips, methods, examples
Successful skills development: 9 tips and 3 examples
Systematic and successful management development
Skills development: importance and methods
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