Five ways to unleash the full potential of employees

By the beginning of the pandemic, there was already a global skills shortage. Employers indicated that they could not find people with the right competencies for certain positions. But in the consciousness of their employees, the organizations had already found the right people, it was themselves. The problem was that employers were not doing enough to support them in developing the necessary skills

As we navigate into the new post-corona digital reality, it is more important than ever for organizations to unleash the full potential of their employees. Many of the core competencies in jobs have changed, so upskilling is paramount.

It is no surprise that lack of talent and skills will be the biggest concern for employers over the next three years. Organizations that take this seriously have already begun to prioritize competency development or plan to reduce this concern in the coming year.

How can organizations revitalize talent development and unlock the potential of their workforce?


  1. Focus on the individual employee
    Traditionally, the content emphasis in jobs has been on efficiency, and the employee’s individual needs are secondary. This has resulted in anchored structures that are difficult to adapt to rapidly changing working conditions.

    Redesigning work in a way that works for everyone requires a broader, more humane approach and technology that enables large-scale, self-driven and individualized experiences. Employees have more to offer than what is stated in their job description. Personal learning that stems from the individual’s own experiences will help build a culture that is curious, inspiring and self-aware.

  2. Make learning the foundation of growth
    With rapid technological change, combined with the increasingly urgent need for new talent, the development of the workforce must go hand in hand with seizing opportunities. Instead of placing employees in rigid, well-defined roles, we should make their roles dependent on their individual expertise and interests. Building an organization around the acquisition of skills, continuously providing new learning opportunities, leads to growth based on individual development.
  3. Make skills the new language of growth
    New competencies are the driving force behind innovation, skills that are developed through retraining and retraining of staff. Organizations need to help their employees make the connection between what they are learning and their potential career path so that there is a common understanding of what success means throughout the organization. This will help organizations remain dynamic and competitive in an increasingly digital world. Ultimately, work is still the foundation of any top performance, something that organizations must continue to realize.
  4. Link competency development to a career path
    Creating a talent marketplace is an effective way to drive growth in the organization. This site shows internal career development opportunities and provides insight into the steps that need to be taken to achieve this. This not only provides an opportunity to actively focus on competency development among existing employees, it also highlights the organization’s transparency, diversity and inclusiveness. Promoting internal opportunities can put an organization’s internal career market above the external career market, enabling companies to train and retain top talent.
  5. Let AI do some of the heavy lifting
    AI can recognize patterns of behavior, provide personalized support, and increase the scalability of HR. Implementing AI in HR saves a lot of time: AI automates processes that used to be performed manually. For example, AI can support staff retraining, filter the most suitable candidates, and enable managers to make predictions about the company by looking for patterns. The time saved by using AI opens new doors for innovation.

Employees are the biggest asset in an organization. By giving them the opportunity to learn and develop, companies have a greater chance of continuing to innovate and survive. A new employee development strategy will not only provide employees with an incentive, but also ensure further growth and development of the company itself.

Both organizations and employees increasingly see competence development as an important aspect of how the future fits together.

It is clear that in a time of uncertainty, organizations are investing heavily in innovation and performance and in their people and skills as a growth strategy.

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