Attract The Right Job Or Clientele:
Are You Doing Enough To Support Employee Development?
Note: Our collaborative Blog offers the question, ‘Are you doing enough to support employee development?’ and provides suggestions for doing so.
For a moment, give thought to being on the job in the same role, year after year, without the possibility of moving up in the career chain. It can quickly get boring, kill any sense of motivation, and most likely will encourage an employee to look for another. Professionals refer to the process of recruiting, onboarding, training, and the need to repeat the same continually as ‘The Revolving Door Syndrome.’ Worse, the impact on the bottom line can be severe.
One note of caution upon consideration of the suggestions below is making everyone feel comfortable and welcome. Part two is to make it an inclusive environment whereby employees can learn and grow with a promotion available to all. The bonus is in your employees helping to spread the good word about your company, contributing to brand awareness and business growth.
Opportunities to progress and develop now exceed the importance of high wages for employees. Ambitious individuals are looking for companies that actively encourage and promote development. Below, we explore some steps employers can take to support employee development and champion progression.
Doing Enough To Support Employee Development
Training and Studying
Training and studying are mutually beneficial for employers and employees. Employees who have access to courses, workshops, and programs are more likely to gain new skills and expand their knowledge base. The bonus is in employees returning the favor to the businesses by incorporating the education in their work. It’s beneficial for the staff and clientele.
‘It’s best to gain a new perspective on the training cost to that of the opportunity to up-skill the workforce.
It’s best to utilize training centers to encourage your employees to undertake training or further study. Doing so can help them progress and climb the career ladder and reduce the risk of losing talented individuals to other companies. If employees don’t have opportunities to hone their skills or learn new concepts, they may look elsewhere.
Make it a team effort with employees to provide better learning:
- Inquire which types of courses or programs interest them most
- Explore options that are relevant to your business objectives
- Ensure that each new addition adheres to company core values.
Jobs and Promotions Support Employee Development
Many people accept a job with aspirations to move up the ladder. They expect to take on more responsibility and boost their earnings. As an employer, you can support employee development by providing your team with access to openings and promotions.
Some jobs may not be suitable for existing employees, but it makes sense to recruit internally should they have the relevant skills and character traits to do the job. If you promote employees, you will save on recruiting, training, and onboarding costs. You can also build confidence among your team and boost morale.
Take the time to arrange meetings to discuss aims and objectives with your employees. It’s important to know what your employees are working towards to help support those who want to reach the top. On the other hand, if you advertise externally every time a more senior position is available, you may find that your employees become frustrated and start looking for other jobs.
Health and Wellbeing
Employee growth and development isn’t just about training, up-skilling, and taking on more responsibility within the company. It’s also about promoting health and wellbeing and creating supportive, inclusive workplaces. Your employees most likely will not reach their full potential if they are stressed all the time or their work-life balance is not in alignment.
Attempt to be proactive in championing healthy living and pay attention to physical and mental health. Consider doing the following:
- Review employee benefits
- Ask your employees for feedback
- Request new ideas and look for ways to achieve a better work-life balance.
Being flexible can help people manage their schedules and separate work and downtime. For example, consider implementing a cut-off point policy for work emails or calls or letting your employees plan their day around core office hours.
Employers can be hugely influential in employee development and progression. Should you be eager to help your team fulfill its potential, investing in your employees is beneficial. Training and further study provide more senior roles and promotions and promote health and wellbeing.
Embracing all or some of the above suggestions will help you support employee development and enjoy their participation for the long term!
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As the CEO of Smooth Sale, after her near-death experience, Stutz adapted the motto, “Believe, Become, Empower.”Nice Girls DO Get the Sale is an International Best-Selling and Evergreen book – among the classics; HIRED! Helped many to secure the job they desired.
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Sales Tips: Support Employee Development
- Establish an internal open, diverse, and inclusive environment.
- Recruiting is to establish ground rules for everyone committed to inclusion.
- Ensure that each potential new hire readily accepts diversity and inclusion.
- Confirm that the potential new hire candidate supports business policies.
- Recruit people who appear to have a team spirit mindset in addition to the desire to learn and grow their career.
- Establish a process for welcoming new hires and ensuring they feel comfortable in their new position.
- Hold weekly team meetings that encourage feedback and new ideas and instruction.
- Work individually with employees to create a career growth path and set goals to which all parties agree.
- Track your performance of how you support employee development.
- Celebrate Success!
Today’s insights are provided to help you achieve the Smooth Sale!
RESOURCES FOR PERSONAL AND BUSINESS GROWTH:
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Inclusion Allies Coalition “Everyone is welcome here.” Learn more to train teams, and join the advocacy program.
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