Discover why managers, measured on work outcomes, struggle to prioritize skills growth—and how splitting work oversight from talent development can close the skills gap.
Skills are the new currency of work. Yet we measure and reward managers and employees for delivering results, not for building the skills that ensure long-term success.While organizations pour resources into fostering innovation and meeting quarterly targets, they often overlook a critical driver of success: the continuous development of their workforce’s skills.
The Betterworks report found that 98% of HR leaders and managers believe integrating verified skills data into performance management could improve internal mobility. And Deloitte’s survey again shows the gap when 89% of executives say skills are becoming important in deploying talent while at the same time 59% of workers say their organization values the traditional job experience and degrees over skills and potentials.
Perhaps the solution lies in separating these roles entirely. By creating dedicated “development managers” focused exclusively on coaching, skills assessments, and tailored growth plans, organizations can ensure employees receive the consistent support they need for both work and deveo.Development managers would work alongside traditional managers, who would remain focused on achieving business objectives.
Growth Performance Skills Gap Performance Management Skills Growth Management Development Management Leadership Future Of Work
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