Employee development is acknowledged as a strategic instrument for the company’s long-term productivity and growth. In addition, it also aids in the recruitment and retention of top personnel.
Remember, a positive onboarding experience sets the tone for a long-term engagement. After all, the employee who has a smooth transition into their new post will most probably stay with the company for a longer period. But unfortunately, despite this fact, the majority of businesses do a poor job of onboarding new employees, which would have bad consequences in future.
Therefore, to guide you right, in this article we have discussed certain problems that the firm must not ignore. Which if ignored can make the employee development process a challenge for both parties. As a result, investing your time in coming up with solid employee development strategies is the most critical thing a manager can do.
Tips for developing a Star Employee:
To help develop star employees, you must yourself be much empowering. Do you think you’re not enough of what it takes to be a mentor? No issues. We have got your back! Below we have jotted down ten steps that, if considered, may guide you well through the process of becoming a mentoring and motivational manager.
Begin with yourself:
It would be best if you first worked on yourself before attempting to legitimately and effectively develop other people working under you. You would rather sound like a hypocrite than a true mentor if not done right. Role modeling is the first step in building good conduct and acquiring effective self-development. It would help you refine your talents in order to develop others.
Build a trustworthy and respectful foundation:
Employees must understand that talking about their development is not a tactic to get them to reveal their flaws, but it is a way to get people to take responsibility and ownership. Hence, it would help if you first established trust. Assist them in seeing that you care about their successful career and stand with them in their journey.
Engage with your employees:
Few individuals respond well when they are basically told what they must accomplish. So instead of controlling the process, ask questions to engage your employees.
Ask them coaching questions, assigning them tasks. After the assignment is finished, those questions can be revised to reflect what lessons are gained and consolidate the new information.
Set challenging assignments:
Aside from a career change, coming up with challenging assignments would work as the most effective approach. It will stimulate and help them to learn new stuff.
Being a manager, you have the ability to identify the opportunities for your staff, keeping in mind their professional development requirements and goals. Therefore, we would suggest you never consider assigning the best qualified person for a particular task; instead, consider selecting the appropriate developmental assignment for the individual.
Make Weekly Meetings, a Learning Experience:
Employee development is not something that happens all of a sudden or annually, nor can you simply delegate it to HR. Every encounter you have with your team, from evaluations to project check ins to meetings conducted weekly, is an opportunity to help them grow. Consider how you might include a growth attitude into the regular sessions that take place. For example, you can use a 30 60 90 day plan template in your presentations to efficiently display your work. Well organized information would let you communicate with the staff in the best possible way, opening their minds to new gateways.
Delegate with Confidence:
Many managers will waste time on tasks that they must not be doing, despite the fact that they are comfortable doing them. It is a win-win situation if you can let go of the obligations you enjoy while also developing your employee’s talents and freeing up your time. However, do not expect the reports to carry out tasks in the same manner as you do. They may trip and require further coaching at first. However, that is how humans learn. They might eventually be able to do a better job.
Assist in the Management of Organizational Culture and Politics:
No matter how bad we think about politics, we know that it is the only way that things are actually done in organizations. Your employees must be aware of all about organizational politics and understand how to navigate the workplace culture. You can make them learn all about how to be politically savvy through role playing and job shadowing.
A manager is someone who can and has the authority to choose their way to assist their employees. Hence, it would be beneficial if you, as a manager, gently assist an employee in recognizing a flaw that is impeding their efficiency or growth. Prepare yourself to provide feedback to your employees throughout the year, not just during performance evaluations.
Invest money in developmental resources:
Lastly, we would suggest you provide training, coaches, conferences, and such other resources to help your employees achieve their developmental goals. Conducting training programmes for your employees will complement the efforts you are putting in for their betterment. It will also demonstrate to your employees that you are genuinely interested in their development.