An organization has a skills gap when a tension exists between what it needs to accomplish and what its employees are capable of doing. To some degree, most organizations find themselves in this situation today, thanks to factors such as the retirement of older workers, economic changes, and the continued lightning-fast evolution in technology. By examining some key data points about the skills gap, though, companies can be better prepared to understand its significance and take steps to address it. 

In 2020 HR leaders listed their top strategic priorities as (in descending order) employee experience, leadership development, learning transformation, next generation leaders, and people analytics. Just one year later, however, that list has been radically transformed.

In order to tap into this pool of potentially valuable employees, however, businesses may need to adjust their hiring and other workplace practices.

As companies grow organically, some team members gain more experience and are perceived as natural leaders.

Over the past year, leaders learned (if they didn't know it already) that companies that can reinvent themselves are better positioned to weather crises and thrive. Even when the pandemic ends, though, organizations must continue to give their teams the tools they need to be resilient and able to cope with uncertainty and adapt, so that the efforts made throughout the past year can be sustained and amplified.