Skills measurement only creates value when you’re measuring the skills that actually matter to your organisation. That’s why Helix is designed to be fully customisable – so you can measure performance against your own skills, frameworks, rubrics and company values, rather than forcing your organisation into a predefined model.
Whether you already have a competency framework, a coaching rubric, a sales methodology or a set of company values you want to measure, Helix can accommodate it.
In other words: measure what matters, your way.
So what does that actually look like?
Many skills intelligence platforms come with predefined skill sets (Helix included). These can be useful starting points, but we’re also aware that our out-of-the-box may not reflect exactly how your organisation actually defines great performance.
For example, your organisation might define 'effective communication' differently from a generic competency framework. Or perhaps your sales team follows a specific methodology with its own definition of good discovery, objection handling and value proposition.
With Helix, you don't have to compromise. You can create and measure skills according to your organisation’s own definitions, behaviours and expectations. That means your skills data reflects the way your organisation actually works – not a generic model designed for everyone.
Helix gives you the flexibility to create your own skills and group them into custom skill sets.
You might want to measure:
You can also combine your own custom skills with Helix’s existing skill sets where that makes sense, or edit the definition of any of the 90+ skills available out of the box.
This means you can build a skills framework that is specific to your organisation, your people and your goals.
Perhaps your organisation has spent years developing a leadership framework. Or your sales enablement team has created a detailed rubric for what excellent objection handling looks like.
You don't need to translate that framework into someone else's definition of the skill. Instead, Helix can work with your definition.
That makes the resulting data much more meaningful, because you’re measuring people against the behaviours and standards that matter to you and your organisation.
Customisation isn't limited to the names of your skills.
You can bring your existing rubrics and assessment criteria into Helix too.
For example, a sales team might already have a rubric covering:
Rather than abandoning that rubric and adopting a generic sales framework for the sake of a new software solution, Helix can be configured around the way your organisation already evaluates sales performance.
The same principle applies to a wide range of use cases, such as leadership. If your organisation follows a transformational leadership framework, the skills you measure with Helix can be adapted to fit your framework, rather than you having to change what you measure.
Your framework stays yours. Helix helps you measure it.
Our early users loved Helix, but the same question came up time and time again: can we change the scoring system to fit the way we already do it?
So we did just that. It’s now possible to choose your own skills scoring approach, whether that’s a percentage score, a 1-5 score, a descriptive score (e.g. excellent, good, competent…) or something else entirely.
Helix gives you the flexibility to configure your complete measurement approach to suit your needs. If you don’t want skill scores, you can toggle them on or off. If you don’t want written feedback, you don’t have to show it. If you don’t want email summaries, you can turn them off with a single click.
This gives you a lot of control over the way your skills data is measured and presented, so you’re never locked into a single way of interpreting skills performance.
The goal of skills intelligence isn't just to generate more data. It's to generate genuinely useful data that organisations can act on.
If your skills assessment doesn't reflect your organisation's expectations, the resulting scores can be difficult to interpret, making it even harder to use to make decisions about coaching, development or performance.
Customisation helps solve that problem. When your skills, definitions and rubrics are aligned with the way your organisation operates, your data becomes more relevant, allowing you to answer the question ‘How well are our people demonstrating the skills and behaviours that matter to us?’.
Every organisation is different. Your goals, culture, customer interactions, sales process and definition of high performance are unique. Your skills measurement should reflect that.
Helix gives you the flexibility to define what matters, measure it in the way that works for you, and turn those measurements into meaningful insight.
Whether you want to use your own coaching rubric, build a bespoke sales skills framework, measure behaviours linked to company values or create an entirely new set of competencies, Helix can adapt to your approach.
Effective skills intelligence shouldn't force you to fit your organisation into a box… so we don’t. Simple.
Can I create my own skills in Helix?
Yes. Helix allows organisations to create their own skills and skill sets rather than relying solely on predefined frameworks.
Can Helix use our existing competency framework?
Yes. Your existing definitions, frameworks and rubrics can be accommodated, allowing you to measure skills according to your organisation's own standards.
Can I use a custom sales or coaching rubric?
Yes. Helix can be configured around organisation-specific rubrics, including sales and coaching assessment criteria.
Can I change how skills are scored?
Yes. Helix provides flexibility around scoring and measurement, including options such as percentages and 1–5 scales, as well as the ability to toggle different measurement outputs on or off.
Can we measure skills linked to our company values?
Yes. You can create skills and definitions that reflect your organisation's own values and behavioural expectations.
Does Helix only work with predefined skills?
No. Helix is designed to be flexible, allowing organisations to customise the skills and skill sets they want to measure.