Skills-powered organizations report a 48% increase in employee engagement and see a 19% improvement in financial performance linked to skills initiatives.
But skills identification can be flawed - often relying heavily on self-reported data, which can be subjective and unreliable and limit the potential of the workforce.
When captured effectively, recognition data can provide valuable insights into employee skills.
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As skills change faster than job titles, organizations need to be nimble, constantly assessing the skills they have and what they’ll need moving forward.
However, it’s challenging to keep up when skills are fluid – moving, shifting, evaporating altogether, or pooling into one – when most data and technology used to track them today remains stagnant.
Recognition data stands apart because it is behaviorally rich and always on, providing unique insights into individuals and their skills in action that traditional methods simply cannot capture.
So, how can you benefit from this type of data in your own organization?
