Many define employee development as a program that helps employees learn job-specific skills. However, effective training programs also help employees develop professional growth.
The latter includes soft skills like communication, leadership, and professional knowledge that can be applied to situations outside their current role.
To achieve this, a good training plan should incorporate mentoring and coaching opportunities, career-pathing discussions, and goal setting.
Employees who feel empowered are confident, productive, and engaged. Studies show that employees who feel empowered generate more ideas and are likelier to go above and beyond to accomplish their job functions.
Empowerment should be an essential component of any employee development program. However, implementing the best practices for empowering employees takes commitment and effort to embed empowerment into company culture fully.
Generally, empowerment refers to granting employees more autonomy in their roles, giving them more opportunities to develop skills, and encouraging employees to think creatively about their job responsibilities essentially, letting employees know that they have the freedom to act as they see fit and that their managers are supportive of them.
Decision-making empowerment refers to giving employees more autonomy when completing customer-facing tasks, for example. The educational license includes granting employees access to training programs and other opportunities that help them learn new skills or expand their knowledge base. Finally, time management empowerment gives employees flexibility in their schedule and work location, allowing them to make decisions based on the most effective for the company and its customers.
Having clear goals also helps employees feel empowered and provides them with the guidance they need to develop their skills. Providing opportunities for employees to mentor each other and share their experiences is another great way to foster a sense of empowerment.
Encourage Knowledge Sharing
A healthy culture of knowledge sharing is a critical component of employee development programs. It fosters team cohesion and a sense of belonging and promotes internal mobility. It also helps companies stay competitive by reducing redundancy and rework.
When employees can easily access the information they need, they can focus on their work and avoid frustration. It can also help them make better decisions and create more effective customer training.
Typically, employees find ways to share knowledge by collaborating with colleagues, asking questions on forums, or searching for answers online. However, many of these channels are not as accessible to remote workers. As a result, employees can need help collaborating effectively with their teams and avoiding missing important information.
It is essential to encourage employees to share their knowledge with others by establishing a structured program or process. This can include creating an online resource or a formal mentoring program where new hires are paired with veterans and provided with guidance on how to share their knowledge.
Tacit knowledge is the experiences, skills, intuitions, and observations stored primarily in employees’ minds. To share this knowledge, connecting with the right employees and giving them time for mentorship, deep conversation, and collaborative work is essential.
Having the right employees is vital for any business, but ensuring they have the tools they need to succeed takes more than hiring. Investing in employee development gives employees more confidence, leading to greater productivity. It also creates more engaged workers who are more likely to stick around.
A vital component of any effective employee development program is goal setting. Employees should be encouraged to set goals for career progression that align with the company’s objectives. Managers can then act as facilitators, providing guidance and resources. This is often done through management by goals (MBOs), where managers and their direct reports work together to identify achievable employee targets. Typically, these are rewarded monetarily or with other forms of recognition, such as award nominations or promotions.
Alternatively, organizations can map out training opportunities alongside opportunities for advancement. This allows employees to make a connection between the skills they need to grow and their career path and makes it more appealing for them to seek out training and developmental opportunities. This can be achieved by bringing in speakers and consultants, offering on-site workshops or seminars, reimbursing college tuition, or paying for professional association memberships or certification training. Whatever method is chosen, reviewing progress regularly through one-to-one meetings, team meetings, or polling and surveys is essential.
Employees need feedback regularly to understand what they are doing well and how to improve. This helps them grow in their role and become more productive. This feedback can also help with training evaluation and identifying areas where employees need more development.
The best way to give feedback is one-on-one with the person you wish to provide it to. It is essential to have an open and honest conversation that isn’t rushed. This can help you deliver the feedback concisely and constructively. It would help if you also used a helpful, not sarcastic, or condescending tone.
It is essential to focus on behavior, not personality traits. For example, you would want to say, “I’ve noticed you’re often late for work,” rather than “You’re just so unorganized.” The latter statement could be a personal attack and won’t motivate employees to change their habits.
Providing meaningful feedback is essential for high performance, motivation, and engagement levels. It can also lead to better relationships and psychological safety at work. This is why it’s important to have employee development programs that include frequent, meaningful feedback from managers and leaders. Ultimately, this is how you’ll get the best results from your training program.