Almost every field of employment relies on technology in some way. This means more employees are being hired and evaluated based on their ability to handle certain technological programs and perform tech skills. Whether you work at a tech company or any other industry, you may need to evaluate employees based on their technological aptitude and capabilities. Here are some tips for adequately evaluating technical skills in the workplace:

  • Conduct surveys and require self-evaluations: Often employees may work with different programs and systems during the workday. For a manager to review competence or aptitude subjectively, he or she would need to have an understanding of the system or software. Instead, companies can use self-evaluations and surveys to gain a better understanding of the technological skills that individuals possess.
  • Use testing and measurement to assist the process: Relying entirely on self-evaluations provides a limited perspective. To gain a clearer picture of employee performance, companies can look at individual achievements while using a tool or program over a period of time, or they can require ongoing learning and testing for employees who work with certain technological products.
  • Use 360-degree reviews to assess individual strengths and weaknesses: a 360-degree performance review relies on managers, peers, and direct reports to provide input into the performance appraisal. Asking specific questions regarding technical aptitude will help assess an employee’s technical proficiency.

Each company will use a different approach depending on the technologies most commonly used, but identifying continuing education tests, aptitude tests, and requiring proof of certification provides measureable data that companies can use to evaluate and improve employee performance.

Supporting Employees Who Are Technically Proficient

Some employees have a natural aptitude for technology and may become power users and important supporters of technology in the company. Individual achievements will define these employees within an organization, and managers can rely on them to support others and to use creativity to drive innovation.

When you have identified tech-savvy employees, consider giving them a strong role in technology-based tools, if they’re interested. Use these individuals in pilot groups before rolling out a tool or allow them to explore relevant technological tools before investing in them for enterprise use. Providing the right level of support to technologically adept employees will help them achieve more in the organization while potentially advancing and optimizing the company’s existing technology.

Addressing Employees Who Are Technologically Disinclined

Other employees may have more difficulty with technological tools. They may be older adults who need more training or individuals who have no interest in learning how to use new tools. Some individuals simply can’t grasp the functionality of a technology-based tool. Routine self-evaluation performance reviews and technical testing can help companies identify these individuals.

Companies often need a diverse range of skillsets in the workplace, and a less technologically inclined individual may still provide significant value in a different form. To support these individuals, pair them with tech-savvy employees or provide extra training to bring them up to speed. Everyone needs basic computer skills, but not every employee needs to know how to program or to become a program power user. Support each individual in a personalized way.

For more information about conducting a proper self-evaluation regarding technology and comprehensive job skills, purchase the Self Evaluation eBook.

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