Upon stepping into the familiar space of Wernham Hogg’s Slough office, one is immediately met by David Brent’s unshakable confidence. Whether at the helm of his guitar or merely holding court in the office, Brent is firmly convinced of his unparalleled managerial prowess. Yet, beneath this bravado, a gap exists between Brent’s self-perception and the reality of his skills.
Sound familiar? This image, iconic to fans of “The Office UK,” mirrors a pervasive challenge in the contemporary workplace landscape. Much like David Brent, employees today can often be enamoured by their own perceived expertise, dancing around the skills gap, assured of their competence. The reality paints a different picture, and the gap between perceived and actual skills is often vast.
This ‘David Brent Dilemma’ is especially prevalent in data skills capabilities across the United Kingdom. In a workplace landscape becoming increasingly defined by data-driven strategies, many employees have Brent-esque-guitar-solo confidence in their data abilities. However, when clean data or data analysis is required, they often falter, missing key insights and misinterpreting data trends, resulting in Franken-reports.
Our Data Report 2023 sheds light on this phenomenon. Labelled as the ‘ostrich employee,’ employees showcase unconscious incompetence regarding their contribution to the data skills gap. While aware of the broader issue, these individuals often fail to recognise their shortcomings, unlike an ostrich sensing danger and choosing the solace of sand over confrontation.
Remarkably, 90% of employees acknowledge a data skills gap. Yet, 71%, despite acknowledging a skills gap, express confidence in their understanding of data. Of these, 66% assert their capability to analyse and extract meaningful insights. This paradox becomes more pronounced in larger organisations with over 1,000 employees. Simultaneously, 68% of these employees, regardless of their self-proclaimed data proficiency, advocate for increased investment in developing data skills within their organisation.
Many employees have a disconnect between their personal and professional data selves, seemingly over-confident in their data skills, perhaps because that is how they operate at home, yet claiming there is too little training and development on offer at work when asked to demonstrate the same data-savvy approach to business as they do to shopping, dating, fitness and the rest.
So, what explains this disparity, and how can that gap be reduced? Firstly, we are living in an era of unprecedented turbulence, with global pandemics, regional wars and a climate emergency posing existential threats to us all. In that context, the workplace can feel like a refuge of stability. Resistance to change versus rapidly changing tools is a clear point of conflict between employers and employees, as revealed in this report.
When a data-driven transformation is announced, it can feel like the fourth horseman of the Apocalypse has just ridden into town and is telling you it’s a Western, not a disaster movie.
Changing the language towards enablement, opportunity, future-proofing and benefits, rather than disruption, acceleration, closing the gap, or competitive threat, could go a long way towards helping.
The onus then falls on organisational leaders, our metaphorical ‘Gareth Keenans’, to help upskill and guide employees. With their elevated perspective, leaders see the larger skills gap and recognise the need for a cohesive strategy to address it. Inaction, or a passive approach, will undeniably lead to organisational setbacks. A collective consciousness about the magnitude of the data skills gap is imperative to closing it.
Supporting this, the UK Government Business Data Survey 2022 provides a telling snapshot. Their findings reveal that 7 in 10 business leaders stress the need for greater data skills to help improve their business growth. The primary roadblocks preventing businesses from becoming data-driven organisations include an absence of analytical skills among employees and governance challenges.
The reality of this narrative is undeniable. Even as the data skills gap is recognised, many employees remain unconscious of their limitations. With the escalating demand for data literacy, leaders are tasked with guiding these ‘ostrich employees’ through a data maturity journey. This transformation of professional growth is the key to maximising an organisation’s data potential.
However, amidst this challenge, there is expertise. Enter the ‘Tims’ and ‘Dawns’ – the veritable data experts. Less flashy than the Brents, they are the backbone of genuine data proficiency, possessing the depth of knowledge and finesse essential for navigating data’s complex terrains. Their role, while understated, is indispensable to an organisation’s data maturity.
Lessons from Wernham Hogg
Drawing the curtains on Wernham Hogg, the ‘David Brent Dilemma’ highlights a pressing concern in today’s workplace: a disparity between perceived and actual data skills. This disconnect, prevalent even when employees acknowledge a broader skills gap, necessitates urgent intervention. It becomes essential for organisational leaders to champion a targeted approach towards skills development, emphasising continuous learning and self-awareness.
A strategic solution requires targeted skills development and identifying the unsung heroes—the ‘Tims’ and ‘Dawns’—who form the foundation of genuine data intelligence, offering in-house expertise that often goes unnoticed. By promoting a culture of ongoing skills development, recognising the expertise within, and leaders implementing a clear strategic vision, organisations will effectively navigate and address the challenges of the data skills gap.