what is skill will matrix and how it has help the organisation
From India, Pune
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From India, Pune
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The Skill/Will Matrix
The matrix can be used to assess your employees' skills and willingness to do a specific task. Based on that assessment, you can choose how to best manage the employee towards success.
[IMG]http://www.primarygoals.org/Diagrams/images/SkillWill.jpg[/IMG]
An employee is rarely in one quadrant all the time. An employee will fall into one quadrant or another depending on the task and their:
- Skill: Experience with the task, training, knowledge, and natural talents.
- Will: Desire to achieve, incentives to do the task, security surrounding the job, confidence in abilities, and feelings about the task ("attitude").
Guide:
- Be clear regarding expected outcomes (goals) and limitations of time, budget, etc.
- Discuss and set methods.
- Check for understanding.
- Identify and provide required training.
- Accept early mistakes as important "coaching" moments.
- Give responsibility and authority for the pieces of tasks the employee can do.
- Structure tasks to minimize possible risks to the employee and the company.
- Provide frequent feedback.
- Require frequent check-ins (verbal or written) early in the project but relax control as progress is shown.
- Praise and reward for success.
Delegate:
- Be clear regarding expected outcomes (goals) and limitations of time, budget, etc.
- Involve in decision-making.
- Frequently ask the employee for opinions.
- Check for understanding.
- Give responsibility and authority because the employee is competent and committed.
- Provide feedback.
- Ask for check-ins at key milestones or when the employee has questions.
- Praise and reward for success.
Direct:
- Discuss what would motivate the employee. Agree on what is possible.
- Be clear regarding expected outcomes (goals) and limitations of time, budget, etc.
- Set clear rules, methods, and deadlines.
- Check for understanding.
- Give responsibility and authority for the pieces of tasks the employee can do.
- Structure tasks for quick wins.
- Identify and provide required training.
- Provide frequent feedback.
- Require frequent check-ins (verbal or written) early in the project but relax control as progress is shown.
- Praise and reward for success.
Excite:
- Discuss why the task is important and why the employee is the best choice.
- Discuss what would motivate the employee. Agree on what is possible.
- Be clear regarding expected outcomes (goals) and limitations of time, budget, etc.
- Check for understanding.
- Give responsibility and authority because the employee is competent.
- Provide frequent feedback.
- Require frequent check-ins (verbal or written).
- Praise and reward for success.
From India, Bangalore
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26The matrix can be used to assess your employees' skills and willingness to do a specific task. Based on that assessment, you can choose how to best manage the employee towards success.
[IMG]http://www.primarygoals.org/Diagrams/images/SkillWill.jpg[/IMG]
An employee is rarely in one quadrant all the time. An employee will fall into one quadrant or another depending on the task and their:
- Skill: Experience with the task, training, knowledge, and natural talents.
- Will: Desire to achieve, incentives to do the task, security surrounding the job, confidence in abilities, and feelings about the task ("attitude").
Guide:
- Be clear regarding expected outcomes (goals) and limitations of time, budget, etc.
- Discuss and set methods.
- Check for understanding.
- Identify and provide required training.
- Accept early mistakes as important "coaching" moments.
- Give responsibility and authority for the pieces of tasks the employee can do.
- Structure tasks to minimize possible risks to the employee and the company.
- Provide frequent feedback.
- Require frequent check-ins (verbal or written) early in the project but relax control as progress is shown.
- Praise and reward for success.
Delegate:
- Be clear regarding expected outcomes (goals) and limitations of time, budget, etc.
- Involve in decision-making.
- Frequently ask the employee for opinions.
- Check for understanding.
- Give responsibility and authority because the employee is competent and committed.
- Provide feedback.
- Ask for check-ins at key milestones or when the employee has questions.
- Praise and reward for success.
Direct:
- Discuss what would motivate the employee. Agree on what is possible.
- Be clear regarding expected outcomes (goals) and limitations of time, budget, etc.
- Set clear rules, methods, and deadlines.
- Check for understanding.
- Give responsibility and authority for the pieces of tasks the employee can do.
- Structure tasks for quick wins.
- Identify and provide required training.
- Provide frequent feedback.
- Require frequent check-ins (verbal or written) early in the project but relax control as progress is shown.
- Praise and reward for success.
Excite:
- Discuss why the task is important and why the employee is the best choice.
- Discuss what would motivate the employee. Agree on what is possible.
- Be clear regarding expected outcomes (goals) and limitations of time, budget, etc.
- Check for understanding.
- Give responsibility and authority because the employee is competent.
- Provide frequent feedback.
- Require frequent check-ins (verbal or written).
- Praise and reward for success.
From India, Bangalore
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