The best way to close the gap between what a person or a team needs and what they currently have is to use training to improve competencies. Sometimes they are really big gaps, sometimes they’re smaller. Business growth changes overall company goals.Ī gap analysis almost always shows you some gaps.Staff changes require recruitment and hiring of new team members.Business conditions shift, creating a change in what’s expected of a team or team member.The team performs poorly on a project or important task.A team member has a poor performance review.It’s a good idea to conduct gap analyses on a regular basis, but there are also certain circumstances that indicate you need one. Then, review your team goals and repeat the gap analysis process at the team level.
You may be able to identify common gaps or ways to move team members around to fill gaps. Look at your individual gap analyses for trends. What is each person responsible for? Is there an overlap in duties, and if so, does there need to be? Does each team member have individual goals suited to their strengths? In order to conduct performance gap analyses on individual team members, you must first clearly define each team member’s role. A team is only as strong as its weakest member. When it comes to your team, you need to conduct gap analyses on multiple levels. When you compare the competencies you defined in #1 to the data you collected in #2, you’ll find your gaps. Collect information through observation, interviews, surveys, and assessments.Define goals and the competencies required to meet those goals.To conduct a gap analysis, follow these steps: When gaps don’t get addressed, they tend to get bigger, eventually causing teams to collapse altogether. Filling the gaps in your team allows your team to grow. When applied to team performance, a gap analysis shows you areas where the competencies of your team don’t reach the level required to reach team goals.
A gap analysis helps you identify the difference between where you need to be and where you are.
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