What is capability decay?
Capability decay, more often known as skill fade, is the decline in capability over time through lack of use; a dripping tap that slowly drains value away from the organisation.
The half-life of a learned skill is five years; this means that we can expect to have forgotten at least half of a skill if not practised within a five-year period2. However, such decay happens rapidly and significantly; one comprehensive study found that such decay took place as soon as one day after non-use or non-practise and after a year that performance was reduced by almost a full standard deviation3. Research has indicated consistencies in the impact of capability decay:
- Overlearning, where training has gone beyond the basic proficiency requirements, is a key factor in the retention of skills and knowledge.4 Greater focus on the subject matter embeds capability to a much greater degree and reduces the rate of decay.5 This means that where there are high levels of learning and development, capabilities will not decay as fast.
- Closed and open-loop activities are distinguished by those with a fixed sequence (closed), such as working from a checklist or work instruction, and those where there are continuous and repeated responses without a clear start and finish (open), such as problem-solving. Capabilities associated with open-loop activities decay at a much slower rate than closed-loop activities.6 This means that workers in more entry-level and administrative roles are at a far greater risk of capability decay.
- Physical and mental abilities, different aspects of our physiology, decay at different rates. Physical capabilities, based on manual dexterity and muscle memory, such as manual labour, suffer slower decay than mental capabilities for tasks requiring cognitive dexterity, such as problem-solving.3
- Speed and accuracy are vital components of productivity. Capability decay is over three times higher on the accuracy in completing tasks than it is on the speed to complete a task.3 So whilst capability decay may not be obvious in the early days, its impact may not be felt for days or weeks.
Why should we be concerned?
The capabilities that organisations had back in March of this year are not what they have today. Of course, many businesses will have lost workers and others will have needed to hire new people. However, even for those who have remained, capabilities across two segments of the workforce will have decayed: those who have been furloughed and those where working practices have changed.
Think of the password resets that happen when people return from a week away at Christmas; that will pale into insignificance when compared to the loss of capabilities from those who have been furloughed. Add to this the impact to their mindset and mental wellbeing that will have generated through a loss of purpose and connection, a drop in income and prolonged uncertainty.
For those who have been able to continue work, processes may have temporarily changed to accommodate social distancing, remote working and the significant changes in customer requirements. As we look to return either to pre-existing practices, or new ways of working, we face an uphill struggle in bridging that gap between the capabilities we have and what we need to recover from the impact of the pandemic.
