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Top Competencies to stay relevant

in Employee Development

Top Competencies Your Employees Must Develop To Stay Relevant!

Historically, in L&D, employee evaluation focused mainly on knowledge acquisition as the primary source of evaluation.  Did the employee attend the necessary workshop? Did they complete their mandatory training? In fact, Most IDP’s would highlight a few “courses” the employees need to take as a check the box exercise.  Reality is, as we progress into the 21st century, the work environment is getting more complex and so will employee evaluations. Employees will no longer be evaluated on what knowledge they acquire or what skills they apply but more intricately, on what competencies they possess.

So, what is a competency?

what is a competency

(Source : Youtube)

A competency is defined as the ability to do something successfully or efficiently and will include an amalgamation of knowledge and skills to be successful and impactful.  It will be a cluster of related abilities to act effectively in a job. It will also include the “How” besides the “What” in ensuring the job is performed successfully. In summary,  it will include abilities, knowledge, and behaviors to make an employee relevant. For example, many companies when they hire programmers, they tend to evaluate based on technical skills only. However, the reality is a good programmer must also have analytical, logical and interpretive ability (competencies).  

So, what are some of these key competencies every employee must possess?

When most people imagine intelligence, they picture a mathematician solving equations, a novelist writing great works of literature or a philosopher expounding on wise principles. But brilliance takes many forms, not least of which is the ability to comprehend and manage emotions. Known as emotional intelligence, this trait is often overlooked, yet crucial for a successful future.

It can provide you with acute awareness, impact interpretation and build helpful humor. Emotional intelligence also makes it easier for you to listen to what other people are saying clearly and without judgment, ensuring that others can always give you the information you need.

  • Locus of Control:
    Locus of control

    (Source: HypnoTC )

It is also very important that the individuals you hire have the confidence, self-esteem, and believe that they can control outcomes with their actions.

There is a spectrum of people’s belief about their own abilities to control the outcomes in their lives. On one end, people with an external locus of control believe that things happen despite their efforts. They are largely the benefactor of luck or the victim of bad luck. Because of this, they cannot and will not take responsibility for the outcomes around them. This type of person is cancerous to successful work culture.

  • Builds Relationship:
    Building Relationships
    (Source: wikiHow)

Business is built on a solid foundation of relationships and trust. Without these two things, you can’t have a business, or at least not a successful business.

Take time every day to build relationships with the members of your team, your customers and vendors, your boss and your boss’s boss, others in your industry, and your community. The stronger your relationships, the better a leader you will be.

The worst thing you can do is multitask. If you start a task, complete it before moving on to another. You’ll notice your efficiency increase as you set aside your total focus and energy for the task at hand.

Time management is not easy. But by understanding the motivations for why we do certain things in life, we can establish a system that actively helps us reach the goals that are most important to us.

There is a tendency for some to become addicted to the adrenaline rush that comes with conflict. This can lead to a need for it to perform – which is a reactive, not proactive approach. This destructive mindset will only lead to burnout and resentment over time.

Instead, help your team embrace quick resolutions as this will lead to greater happiness and engagement. One way to do this is to make a simple shift in your vocabulary from “or” to “and”. Helping them see the bigger picture and escape an all-or-nothing attitude will help them see the possibilities that exist and decrease negative thoughts.

Sales skills are great, but this skill is nothing without effectively articulating value and thoughts to candidates and clients. Communication is essential especially offline and online activities including social media, email and,  in-person communication. It’s more than networking. It’s more than customer service.

It’s about managing it all and doing so quickly, efficiently and effectively because we know the market. And more importantly, we’ve taken the time to understand the client and the candidate needs.

My Final Thoughts

At the end of the day, employers want effective employees, regardless of their job or role. Employers no longer are hiring just for today’s needs but are focused on long-term success. As an employer, if you have employees are exhibiting these competencies, keep them close. They are the future leaders of your organization and can help drive results. However, as an employee,  if you don’t possess such behaviors and you see your employer adapting and strategizing, then so must you! To be a leader, employees must think about tomorrow. Focusing on today makes you a good employee, strategizing for tomorrow makes you a high potential employee.

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