Employee development, what should you consider?
Businesses need to change constantly and faster than ever to ensure continued success. Change has a big effect on employees and this can affect the outcome of change. Often change can include the need for new skills and it is easy for team members to feel left behind. Therefore it is vital to ensure that employees are given the development opportunities to ensure that they can continue to feel valued and engaged.
The training and development of people at all levels is essential in all organisations, especially those that are undertaking change. Executives and business leaders play a key role in the development of all members of the organisation. They should be providing mentor-ship, the opportunity for training and professional growth, and career progression.
The organisation is responsible for creating the right environment to encourage the development of its people. Executives should be prepared to invest this area, including bringing in external consultants if required. If there is an ongoing need for training executives may also want to consider an in-house team.
Executives should be personally invested, after all it is the company who is the main beneficiary. Up-skilled team members improve results and reduces recruitment costs.
The supervisor / coach / manager
Often new skills are trained by external consultants, however there will be an ongoing requirement for the manager to continue to support the training. The manager can represent the perspective of the organisation and the employees, and can close the gap between the two. They can also ensure that the development remains relevant to the companies objective, especially where employees are encouraged to research their own development programs.
Whilst it is business leaders and managers have are responsible for providing an environment for professional development, it is the employee who has ultimate responsibility for their growth. Managers cannot simply force development onto team members, the team members must want it.
Managers can support this by highlighting links between development and the employee’s objectives. Personal development can also have a longer term impact by helping employees not just in their current role but future roles too, so it is worth highlighting this.
The employee must not only be the recipient of the change, but also an agent of change in the organisation. The employee must take the initiative to improve their skills and knowledge.
Resistance to change
Even if the business has created the right environment and invested in the development of their employees, there maybe members of the team that resist changes. Every employee should be given the best opportunity, but there are times when it simply will not work. Do not let this minority distract from development of those working hard to embrace change and to grow. It is vital to focus on those engaged in the company vision, because these are the people that will deliver success.