You know something’s off: deadlines are missed, collaboration is strained, and training programs don’t seem to stick. If your team’s performance isn’t where it should be, the root issue might be a skills gap — and identifying it is the first step to fixing it.
But here’s the truth: you can’t spot these gaps from a spreadsheet alone. You need your team’s input. Too often, leaders try to diagnose problems in a vacuum, overlooking insights from the people doing the work every day. When you involve employees in identifying gaps, you uncover blind spots and build a stronger, more empowered team in the process.
Let’s dive into five ways to uncover these gaps — with real-world examples — so you can turn insight into impactful action.
1. Conduct a Skills Mapping Session with Your Team
A collaborative skills mapping session brings the whole picture into view — not just what skills your team should have, but what they actually use daily.
Example: Gather your customer success team and list out the skills needed to perform their roles (e.g., CRM navigation, empathy, technical troubleshooting). Then, ask team members to rate their confidence level for each skill. Follow this with a group discussion to explore areas they want to grow.
This transparent, participatory method builds trust and gives employees ownership over their development.
🟣 Want to help your team build the skills they just uncovered? Learn how to improve employee skills for better performance.
2. Use Performance Data — But Pair It With Employee Insights
Performance metrics only tell half the story. Numbers like ticket resolution time or sales volume don’t explain why someone is underperforming. That’s where a conversation with your team becomes crucial.
Example: Let’s say your marketing coordinator is falling behind on campaign launches. You notice delays in creative approvals, but after a 1-on-1, you discover they lack confidence using the company’s new design tool — a skills gap hiding behind performance data.
Always connect metrics with human insight. Otherwise, you risk making the wrong assumptions — and the wrong training investments.
3. Run a Teamwide 360° Skills Review
A 360° skills review gathers feedback from peers, supervisors, and the employee themselves. It reveals how skills are perceived across the board — not just in one direction.
Example: A mid-level manager thinks they’re a strong communicator, but their team cites confusion during project kickoffs. This signals a gap in communication clarity that may require development in meeting facilitation or task delegation.
Don’t forget to make this review constructive, not critical. Emphasize the goal: growing together, not calling people out.
4. Review Past Training ROI — What’s Sticking? What’s Not?
If your team attended workshops or completed eLearning recently, evaluate how much has translated into better performance. Gaps often appear where training hasn’t resulted in long-term behavior change.
Example: Your sales team went through a negotiation training last quarter. But a look at their call recordings shows they still struggle to handle pricing objections. It’s time to revisit the training with coaching or roleplay practice to reinforce the skills.
This step helps you stop wasting budget on training that looks good on paper but fails in real-world execution.
5. Ask Directly: “Where Do You Feel You Need Support?”
This simple but powerful question is often overlooked. Employees are usually aware of their challenges — and when asked respectfully, they’re willing to share.
Example: An IT support technician confides that they feel unsure when explaining complex issues to non-technical coworkers. That’s a soft skills gap — not technical knowledge — and one that can be fixed with communication training tailored to tech professionals.
✅ Pro Tip: Use anonymous surveys or feedback tools like Culture Amp or Google Forms to gather honest input across departments.
Conclusion
Identifying skills gaps isn’t just about fixing performance — it’s about preventing burnout, improving team morale, and making sure every training dollar counts. Most importantly, it’s about listening to your team, not guessing their needs.
Whether you’re building a stronger onboarding experience or preparing your team for a major shift, we’re here to help. Our workshops go beyond theory — we equip teams with skills they can use right away.
🎯 Let’s uncover and close your team’s skills gaps — together.
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🔁 Related Reading
🟣 How to Improve Employee Skills for Better Performance – Learn how to create learning paths and foster long-term growth once skills gaps are identified.
