How To Develop A Competency Development Plan For Upskilling And Reskilling
In a nutshell, a competency development plan hinges on improving performance behaviors and skills that tie into job responsibilities. When you pair it with a holistic gamification strategy, your organization can use positive reinforcement, friendly competition, and intrinsic rewards to motivate staffers at every stage of the employment journey. So, let’s dive into 8 stress-free steps to launch a competency development plan that’s packed with the power of gamification support.
Upskilling And Reskilling Essentials: How To Address The Emerging Challenges Of The Future Of Work
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8 Steps To Create A Successful Competency-Based Learning Plan With Gamification
Before you follow these steps to create a competency development plan that gets rapid results, it’s crucial to choose the right tool for the task, namely a Learning Management System with gamification features, certification paths, personalized learner home pages, and robust reporting. Once you’ve laid a solid LMS foundation, you’re ready to build an effective upskilling and reskilling framework.
1. Identify Learning Objectives Versus Outcomes
The first, and most important, step is to define your objectives and what you need to achieve through a gamified L&D strategy. Objectives are typically in the form of statements that include measurable goals and how you plan to achieve them. On the other hand, outcomes are what those objectives yield. For example, by the end of the upskilling or reskilling certification path, the employee should be able to perform a task, achieve higher customer satisfaction scores, etc. This will help you better align the desired behaviors and skills with your organizational goals and objectives (see below).
2. Align Behaviors And Skills With Real-World Performance
Determine which performance behaviors and competencies you need to cultivate in your gamified upskilling and reskilling program based on workplace performance. For instance, you can create a workflow map that highlights every skill an employee needs to complete their regular job duties. These are the essential building blocks they need to maximize productivity and avoid common mistakes. Another crucial factor is the social and emotional learning standards for your team. A truly effective competency development plan takes a holistic approach to talent management, taking their psychological needs and team dynamics into consideration.
3. Discuss Career Pathing With Employees
You may already have a general idea of where employees belong and how they’ll grow within your organization, but they have something else in mind. This is why it’s important to discuss career pathing at the individual level and gather valuable feedback. As an example, they’d like to step into a leadership role but still need to develop key competencies, such as time management or strategic planning. Career pathing also offers an inside glimpse of employees’ drivers, motivations, and professional aspirations, which you can use to customize your gamification strategy.
4. Create An Incentivization Plan
A successful competency development plan involves the right rewards. I’m not referring to monetary incentives or paid leave, but rewards that support desired performance behaviors and are more intrinsic in nature. For example, earning a badge gives employees a sense of accomplishment. Of course, they can also show it off to their peers or social media groups. However, merely earning that badge is enough to motivate staffers and prompt them to fully engage in upskilling and reskilling training courses.
5. Develop Tie-In Support Resources
Core competencies aren’t usually developed overnight. Employees need ongoing support to brush up on skills and hone new talents that tie into job roles. In fact, you can even incorporate gamification into a JIT support strategy to track performance and give employees a motivational boost. For instance, staffers who complete the microlearning resources in a particular skill path or department receive a badge. This allows you to determine which employees pursue additional training opportunities versus those who complete the bare minimum.
6. Set Up Recurring Certifications
Recurring certifications are one of the most overlooked forms of eLearning gamification. They may not get the same glory as badges, points, and leaderboards, but they do give employees a morale boost. Workers automatically receive a notification when their certificates are due to lapse so that they have time to study up and participate in relevant courses. If they pass the final evaluation, they receive a printable and/or shareable certificate to display their accomplishments. In the meantime, your organization ensures that everyone’s skills are up to par so that you avoid compliance breaches and mitigate workplace risks.
7. Collect Feedback
Career pathing discussions are just one way to get employees actively involved. You should also involve team leaders and stakeholders who can provide additional insights. Also, it’s essential to collect feedback from staffers at various stages of the upskilling and reskilling process. For example, conduct surveys and polls that center on your gamification initiatives. Are the rewards relevant? Is there enough training resource diversity? Does the work they put in justify the reward? For that matter, are you offering so many incentives to the point that they’ve lost their intrinsic value? First and foremost, does your current incentivization plan support the desired outcomes and performance behaviors? The last thing you want is to distract them with boards and spark hostility among coworkers.
8. Evaluate Metrics To Track Skill-Building Progress
This is where those robust reporting features come into play. You must be able to track individual and team progress to fortify your gamification strategy. As an example, metrics reveal that only 35% of your employees have earned their necessary certifications or badges. Or, maybe there are a handful of employees who’ve moved up the leaderboard while the others have fallen behind (and probably will continue to do so without proper motivation). You can dive deeper into the LMS reports to identify the root cause and adjust course.
How To Cultivate Internal Talent With A Gamification LMS
You need a Learning Management System that supports gamification, such as built-in badges and boards. Preferably, one that also includes customizable reporting so that you’re able to track employee performance and pinpoint skill gaps at every stage of the cycle. Adobe Captivate Prime’s gamification features promote not only social learning but also healthy competition among learners. Trainers can use this system to create a successful competency development plan to achieve their organizational goals and monitor skill development across the board.
Download the eBook Upskilling And Reskilling Essentials: How To Address The Emerging Challenges Of The Future Of Work to learn how to foster internal talent, regardless of your budget or staff size.
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