How to Use Organizational Charts to Identify Skill Gaps

An organizational chart visually depicts a company’s hierarchical structure and reporting relationships. While commonly used to show who reports to whom, org charts can also provide valuable insights into the skills and competencies within an organization. Using them strategically enables identifying talent gaps and planning for succession.

Conduct an Audit of Current Skills

The first step is to conduct an audit of the skills your current employees possess. Review job descriptions and speak with managers to understand the required competencies for each role. Take note of both hard skills (like software proficiency) and soft skills (like communication ability). Document the skills in a spreadsheet, listing them next to each employee’s name and job title.

Map Skills to the Organizational Chart

With a list of skills compiled, you can start mapping them onto your org chart. Use an organizational chart template to represent each employee as a box or circle. Write their name, job title, and skills inside the shape. If you use Excel or other digital software, you may want to color code the shapes by department. This visualization will allow you to see the skills concentrated within certain teams or levels of the organization.

Identify Skill Gaps and Surpluses

Now examine the organizational chart you’ve created and look for skill gaps and surpluses. A gap means a necessary skill for a role is missing. This signals that an employee may need training in a new competency. A surplus means there is an abundance of one skill within a specific team or department. This indicates you may want to spread the skill set around via internal transfers or new hires. The visual format of the org chart makes these deficiencies and redundancies easy to identify.

Address Gaps with Training and Development

Once you’ve pinpointed the skill gaps, you can take steps to address them through training and development. For example, if your marketing team lacks proficiency in a social media management platform, arrange for them to receive training through courses or coaching. Or, if your sales department lacks soft skills like relationship building, role-playing workshops could help improve competency. Investing in your people will increase their capabilities, engagement, and ability to succeed in their roles.

Plan for Succession by Developing Talent

In addition to training existing employees, you can develop talent within the organization to fill skill gaps long-term. Identify high-potential employees who have some of the capabilities required for more advanced roles. Provide them with stretch assignments, mentorship programs, and leadership development opportunities. This facilitates succession planning by readying your people to step into critical roles when the need arises.

Re-assess and Update the Org Chart Regularly 

Your organization is constantly evolving, so you’ll want to re-assess and update the org chart periodically. Every six months or annually, audit skills and map any changes. This regular review will ensure you keep aligning talent goals with strategic priorities. Maintaining an accurate visualization of your workforce’s skill sets will allow you to be proactive about competency needs.

Organizational charts offer more value than just outlining reporting structures. Use them to visually map your workforce’s skills and identify gaps. Address deficiencies through training and development initiatives targeted to build talent internally. Updating the charts regularly will keep your finger on the pulse of necessary capabilities so you can act quickly. With some planning and proactive steps, your org chart can become a dynamic tool for ensuring skills meet the needs of the business.