Edit your skills by navigating to ‘Development Framework’ in the bottom left-hand corner. We’ve already pre-filled a best-practice framework in your account.
You can keep this framework or personalize the company skills framework by defining relevant skills for all employees. Some of our customers also use their company values here. Try to limit yourself to three to ten items in the company skills framework - it makes giving feedback much easier!
Team skills that are only relevant for some employees (like marketing or engineering skills) can be added as team skills.
Adding a skill
Select a short title, add an optional description and pick the category that suits best. You can decide if the skill applies to everyone or is only relevant to a specific team.
For the team skills, you can add several teams to one skill. The following skill applies to Sales and HR.
Removing a skill
Removing a skill is easy; navigate to the list view, and click the corresponding button. All feedback collected on that skill will still be available.
Editing a skill
Editing a skill is limited to changing its description. Why? Once you start collecting feedback on a specific skill, it would be unfair to move the basis of evaluation. Therefore, if you want to measure something new, we suggest creating a new skill.
Why do we use a skill / competency framework?
Using structured feedback dimensions has various advantages over unstructured feedback:
- For the employee: Employees get valuable, specific input on where to focus their learning & development efforts.
- For peer interaction: Employees know what’s relevant. It helps them to observe and give each other feedback on what matters.
- For the company: The core values and expectations are communicated more consistently, so they become visible and are executed throughout the company.
You can further customize your skill framework by
To learn more about setting up your skills, watch the following Video.