1.02 – Developing Your Employees For Long Term Success
Getting Down to Employee Development
Employee development is not a passive process—it requires intentional effort from both employees and their supervisors. As a business owner, your goal is to ensure your company stays ahead, prepared for the challenges that lie ahead rather than struggling to catch up.
Identifying Development Opportunities
Employees play a crucial role in pinpointing areas where growth can enhance their productivity. It’s their responsibility to communicate these insights to their managers. Together, managers and employees can strategize and implement effective development plans.
Your Role as a Business Owner
Directly supervising employees means staying attuned to their development needs and anticipating future organizational demands. Your foresight guides the allocation of resources and support necessary to align your team’s skills with company objectives.
Taking a Step-by-Step Approach
To effectively develop your employees for upcoming challenges, follow these steps:
Assess Your Employee's Career Path
Start by discussing your employee’s career aspirations and organizational fit. This dialogue should be collaborative to ensure mutual alignment and enthusiasm for future roles.
Identify Strengths and Areas for Growth
After aligning on career paths, discuss your employee’s strengths and weaknesses openly. Focus on leveraging their strengths to propel their career growth and equip them to meet future challenges effectively.
Evaluate Current Skills and Talents
Assess your employee’s current skill set to create a roadmap for development. Identify gaps and strengths that will guide your developmental efforts.
Create a Career Development Plan
Develop a detailed career plan outlining the support and resources your employee will receive. Include milestones to track progress effectively (detailed further in the next section).
Ensure Accountability and Follow-Through
Commit to the development plan and hold regular check-ins to monitor progress. Mutual accountability ensures both parties honor their commitments and stay on track.
Timing Career Development Discussions
Frequent career discussions are crucial—annual reviews may not suffice in rapidly evolving markets. Consider biannual or quarterly discussions to keep development initiatives central and responsive to changing business needs.
Crafting Effective Career Development Plans
A well-crafted career plan is foundational for employee growth. Take proactive steps to outline:
- Specific Learning Goals: Define clear objectives for each employee’s development journey.
- Required Resources: Allocate necessary resources—such as training and support—to achieve these goals effectively.
- Employee Responsibilities: Clarify both managerial and employee responsibilities in the development process.
- Completion Dates: Set realistic timelines to maintain momentum without overwhelming the employee.
- Measurement Standards: Establish clear criteria for evaluating goal achievement, ensuring objectives are met effectively.
