Difficulty level — medium
A Master Yoda for your employees you need to become: help them accumulate the wisdom. At the start of the reporting period, both the subordinate and the manager set up a list of skills and competencies that are necessary for the employee to achieve long-term goals. Once all employee development plans are established, the recruiter forms a list of all the skills and competencies that have been outlined. Then the badges with these skills are created. Once the projects are completed, colleagues can give them out to each other as feedback.
Employees' assessment will become more objective
These mechanics prevent controversial one-on-one dialogues from occurring during the closing feedback sessions. The employees can anonymously give out badges to each other indicating the competencies their colleague showed at work. The HR will then be able to quickly summarize statistics on the granted badges and draw conclusions during the annual and quarterly totals.
Employees will actually notice the progress in the skills development
Set up mechanics to accumulate the badges in the form of a scale. This way, an employee will be able to see the process of skills development. During the reporting period, an employee will likewise receive badges that he or she did not discuss with HR and never expected to receive. Therefore, the employees could discover some unexpected strengths.
Satisfaction rate of the employees will increase
An employee will see the results of the work after each completed project and enjoy a sense of self-fulfillment.
Key Performance Indicators
a change in the assessment of an employee's performance
Analyze whether the value has increased or decreased after 1 or 2 quarterly employee evaluations. It is advisable to analyze the performance with each employee individually and personally. When the performance became worse, consider the reason. Have the employees really not shown the competence, or did their colleagues merely miss the effort? What can be done in both situations?
number of badges granted
The more employees thank each other for the work done, the higher their engagement is. Track this indicator to test the potion's effectiveness.
dynamics of competence improvement
These mechanics should help improve the employees' skills in the long term.
How to apply the Potion
Set up a matrix of competencies and skills
The competency model is a list of important work-related skills with specific indicators of their expression. List those competencies that are required for every type and grade of the employees to perform at their best. Consider the extent of these competencies in points.
Set up a system to grant the badges for displaying those competencies
Create a name and visual design of the badges for each competence. You may also consider grading within a single competency. For logical thinking, it can be the following: bright one, savvy, professor. Be sure to send the employees a reminder to grant the badges after each completed project.
Inform your colleagues of this change
Express the value of this change in the form of newsletters or offline meetings to all of the employees. Be sure to remind your employees about the mechanics with push notifications.
Assess the employees
We advise you to assess the level of competencies using a scale. The more badges an employee received, the higher the assessment is. Divide the importance of assessments received from the manager, the subordinates, and the colleagues.