How to manage performance and cultivate team skills with Revolut People

Revolut People is all about helping you tap into your team's potential. The platform offers a detailed skills-based framework to help you develop employees' abilities that align with your company goals.

Why a skills-based framework is so important

Maintaining a top-performing team is essential in keeping your business competitive. Give your team ways to reach new heights, and they'll have more reason to stick around and contribute to your overall company success.

A skills-based framework helps you focus on performing precisely and productively by zooming in on specific abilities and expertise. And with Revolut People, you get pre-built and customisable performance tracking tools that save you time and keep your organisation organised.

Here's a guide on how to set up a skill-based framework with Revolut People.

1. Identify the core skills you're looking for

Our in-depth skills charts let you show every team member exactly what they need to advance. To make the most of it, start by mapping out what you seek in your people.

Each role and department is different. So it's important to determine the key skills required across each. Revolut People gives you a structure to work from, with flexibility to personalise requirements across different focus areas.

Example: for a marketing role, core skills might include SEO expertise, content creation, and data analysis.

2. Define specific skill levels

To build a competency framework, first establish proficiency levels for each skill set, including beginner, intermediate, advanced, expert.

Create clear expectations for your team and managers by providing detailed descriptions of what each level calls for. You can also collaborate with department heads to determine what specific skill sets look like between each level of seniority.

Example: a beginner in SEO might understand basic keyword research, while an expert can develop comprehensive SEO strategies.

3. Set skill-based objectives to drive growth

Outline clear goals that’ll help your employees close skill gaps. You can set up individual development plans based on these gaps and career aspirations, because one size doesn't fit all. Then, add specific, measurable, and time-bound goals to help track and guide improvement.

Example: an individual development plan for a project manager might include improving negotiation skills and attaining a certification in project management.

4. Track progress and provide feedback

It's important to evaluate skills regularly so you can stay on top of growth and recognise top performers. Conduct periodic reviews to assess progress in skill development. You can use a mix of self-assessments, peer reviews, and supervisor evaluations, all built into the platform.

As managers check in regularly, they can offer specific and actionable feedback based on assessments. It provides clear opportunities to recognise improvements and provide guidance on areas that may need further development.

Example: promoting an employee who’s achieved advanced project management skills and consistently delivers successful projects.

Get started with Revolut People

Revolut People is here to make managing your team's performance a breeze — and it's also got the tools for all things HR and recruitment. Ready to see where it can take your business? Check out our website to learn more.

Revolut People is a paid platform. T&Cs apply.