Employee development
Being a manager or supervisor is no easy feat. You're juggling tasks, goals, budgets and clients. Projects seem to overlap one another, or worse. You're the go-between for the company and employees when it comes to communicating goals, providing motivation and offering critique.
But don't forget employees' development! Employees need to learn new skills, but you don't have to spend a lot to teach them. Here are three things to keep in mind when looking at the importance of staff development:
It increases worker loyalty, especially when a supervisor has taken the time to understand someone's skills, where the gaps may lay, and has a vested interest in an employee's success. “Loyal employees are more engaged. Engaged employees are more productive,” says Victor Lipman in an article at Forbes.com.
Meet them where they are. Whether it's finding creative ways to develop remote workers or serving the training needs of five generations now in the workforce, “organizations must restructure the way employees learn and the tools and activities they use” to train staffers, said Keith Ferrazzi at HBR.org.
On-the-job development works. At Inc.com, Jerome Ternynck says internal training accounts for up to 75 percent of effective learning. He suggests setting up cross-functional teams for projects to let employees spread their wings in ways they might not otherwise. Start a mentoring or coaching program. Job shadowing is also valuable, he writes, “… a great way for your employees to learn critical elements of other jobs, while further developing in their own. It is also a great way for employees to more formally explore potential career opportunities.”
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