How to recognize when your talent needs new tasks at work

Understanding the link between skills gap and job satisfaction

The connection between skills gaps and employee engagement

When organizations overlook the evolving needs of their employees, a skills gap can quietly emerge. This gap doesn't just affect job performance; it also impacts employee engagement and job satisfaction. High performing employees, especially those identified as high potential (hipos), often crave new challenges and opportunities to develop their competencies. If their roles become stagnant, they may feel underutilized, which can lead to decreased motivation and lower overall performance.

Effective talent management relies on recognizing the potential within your workforce and ensuring that employees are not only meeting current job descriptions but are also prepared for future demands. Identifying key skills and competencies that are missing or underdeveloped is essential for long term organizational success. When employees feel their potential is recognized and nurtured, they are more likely to stay engaged and committed to the organization.

• High potential employees seek growth and development opportunities
• Job satisfaction is closely linked to the alignment between an employee’s skills and their daily tasks
• Performance management should include regular assessments of skills competencies and future needs
• Organizations that invest in employee development foster a positive work environment and stronger job performance

Data-driven approaches to identifying skills gaps can help management make informed decisions about assigning new tasks and responsibilities. By focusing on employee development and performance, organizations can unlock the full potential of their talent and support a culture of continuous improvement. For a deeper look at how academic programs are addressing these challenges, explore this analysis of business analysis education and its impact on closing the skills gap.

Common signs your talent needs more tasks

Spotting When Employees Are Ready for More

Recognizing when your employees need new tasks is crucial for effective talent management and long-term organization success. High performing employees, especially high potential (hipos) individuals, often show clear signs when their current job descriptions no longer challenge their skills or support their development.

• Consistent High Performance: If an employee regularly exceeds job performance expectations, it may indicate their current role is not tapping into their full potential. This can be seen in both the quality and speed of their work.
• Seeking Additional Responsibilities: Employees who ask for more tasks or volunteer for new projects are often signaling a desire for growth and new challenges. This is a key indicator in identifying high potential employees.
• Declining Engagement: A drop in employee engagement, such as less participation in meetings or reduced enthusiasm, can suggest underutilization of skills and competencies. This can impact job satisfaction and future performance.
• Mastery of Current Tasks: When employees complete their work with little effort or need for guidance, it may be time to assess if their skills competencies are being fully leveraged.
• Feedback from Performance Management Data: Regular reviews and data from performance management systems can help identify key trends, such as employees who are ready for more complex tasks or new roles.
• Interest in Professional Development: Employees who actively seek training or development opportunities are often motivated to expand their competencies and take on new challenges within the organization.

Identifying these signs early allows management to align tasks with employee potential, supporting both individual growth and organizational goals. For more on how technology can impact this process, explore how ATS systems are complicating job searches and what that means for identifying key talent within your organization.

How underutilization leads to a widening skills gap

Why Underutilization Can Harm Employee Growth

When employees are not given enough meaningful tasks, their skills and competencies can stagnate. This underutilization is more than just a missed opportunity for development—it can actually widen the skills gap within your organization. High performing and high potential employees, often referred to as "hipos," are especially at risk. If their potential is not fully tapped, they may become disengaged, leading to lower job satisfaction and even higher turnover rates.

Underutilization impacts both short-term performance and long-term organizational success. When talent is not challenged, their ability to develop new skills and adapt to future roles is limited. This can affect the entire talent management strategy, making it harder to identify key competencies and prepare for future needs. Over time, the gap between the skills your organization has and the skills it needs grows wider, making it difficult to stay competitive in a rapidly changing work environment.

• Employee engagement drops when tasks do not match employee potential.
• Job performance may plateau, affecting overall team output.
• Performance management becomes challenging as managers struggle to identify high performing employees for future leadership roles.
• Development opportunities are missed, impacting both individual and organizational growth.

Data-driven talent management practices can help in identifying key areas where employees are underutilized. By analyzing job descriptions, performance data, and employee feedback, organizations can better align tasks with employee strengths and aspirations. This proactive approach is essential for closing the skills gap and ensuring long-term success.

For organizations undergoing digital transformation, the risk of underutilization can be even higher. As roles evolve, it becomes crucial to regularly review and update tasks to match the changing landscape. Learn more about how procurement digital transformation is reshaping the skills gap and why proactive task management is key to future-proofing your workforce.

Strategies to assess if your team needs more tasks

Practical Ways to Spot When Your Team Needs More Challenges

Identifying key moments when your employees need new tasks is crucial for effective talent management and long-term organization success. Relying on data and observation can help you recognize when high performing employees are ready for more responsibility, ensuring their job satisfaction and continued development.

• Review job performance data: Regularly analyze employee performance metrics and feedback. Consistently high performance or exceeding job descriptions may indicate that an employee is ready for more complex tasks.
• Monitor employee engagement: A drop in engagement or enthusiasm can signal underutilization. High potential (hipos) and top talent often seek new challenges to stay motivated and committed to their role.
• Assess skills competencies: Use skills assessments and performance management tools to identify key competencies that are not being fully leveraged. This helps in identifying high potential employees who could take on additional responsibilities.
• Observe work environment behaviors: Employees who frequently finish tasks ahead of schedule or actively seek out new projects may be ready for more. Emotional intelligence and initiative are strong indicators of readiness for development.
• Solicit feedback: Encourage open communication about career goals and job satisfaction. Employees often express a desire for growth or new challenges during regular check-ins or development discussions.

A structured approach to identifying these signals not only helps in recognizing when your team needs more tasks, but also supports future talent management strategies. By proactively identifying high potential employees and aligning new tasks with their skills and aspirations, organizations can foster a high performance culture and drive employee engagement.

Benefits of assigning new tasks to talented employees

Unlocking Employee Potential Through New Challenges

Assigning new tasks to talented employees can be a game changer for both the individual and the organization. When management recognizes high potential and high performing employees, giving them additional responsibilities can drive employee engagement and job satisfaction. It also helps in identifying key competencies that may have been underutilized in their current role.

• Boosts Employee Performance: New tasks encourage employees to use and develop a broader range of skills, directly impacting job performance and long term growth.
• Supports Talent Management: By identifying high potential employees and offering them opportunities for development, organizations build a strong pipeline for future leadership roles.
• Enhances Emotional Intelligence: Taking on new challenges often requires adaptability and collaboration, strengthening emotional intelligence and communication skills.
• Improves Performance Management: Assigning new tasks provides data for performance management systems, helping to identify key strengths and areas for improvement.
• Drives Organization Success: When employees are engaged and challenged, the overall work environment improves, leading to higher retention and better business outcomes.

A well-structured approach to assigning new tasks ensures that employees are not overwhelmed, but rather motivated to reach their full potential. This is especially important for high performing and high potential employees (hipos), who often seek opportunities for growth and development. By aligning new responsibilities with individual skills and competencies, organizations can foster a culture of continuous improvement and future readiness. Effective talent management is not just about filling job descriptions, but about identifying and nurturing the unique strengths of each employee. This proactive approach helps close the skills gap, supports long term organizational goals, and ensures that top talent remains engaged and committed to the organization.

Steps to implement new tasks without overwhelming your team

Balancing New Responsibilities with Employee Well-being

Assigning new tasks to high performing employees or high potential (hipos) team members can boost engagement and drive organization success. However, it’s crucial to introduce these responsibilities in a way that supports long term development and avoids overwhelming your talent. Here are practical steps to ensure a smooth transition:

• Clarify job descriptions and expectations: Before assigning new tasks, review current job descriptions and performance data. This helps identify key skills competencies and ensures new responsibilities align with the employee’s role and potential.
• Start with incremental changes: Gradually introduce new tasks rather than overloading employees. This allows them to adapt, demonstrate emotional intelligence, and maintain high job performance.
• Provide support and resources: Offer relevant training, mentorship, or access to knowledge-sharing platforms. Supporting employees in developing new competencies is essential for effective talent management and employee performance.
• Monitor workload and stress levels: Use performance management tools and regular check-ins to identify signs of burnout or disengagement. Adjust workloads as needed to maintain a healthy work environment and high employee engagement.
• Encourage feedback and open communication: Create channels for employees to share their experiences and concerns. This helps management identify high potential employees who are ready for more responsibility and those who may need additional support.
• Track progress and celebrate achievements: Recognize milestones and successes as employees take on new tasks. This reinforces motivation, job satisfaction, and long term commitment to the organization.

By carefully identifying key opportunities for growth and supporting your team throughout the process, you can foster a culture of continuous development and ensure your organization is prepared for future challenges.