In the recent times, more and more organizations are putting their emphasis on employee development programs. This is evident in the fact that businesses spend around 164 Billion Dollars on employee development programs. The businesses have realized that the better their employees perform, the higher the company’s Return on Investments will be. Employee satisfaction and development are vital to the growth of any organization.
But most organizations are still in doubt regarding how to take their employee development programs further. The key questions are: what initiatives will work best for the employees? How do you create the development programs? How do you ensure that they’re implemented properly? And finally, how do you measure the results?
In this article, I am going to cover all of it in detail. All your questions and queries will be (hopefully) settled by the end of this article.
If there is one thing that most organizations lack, it is the existence of an active coaching culture. Interestingly enough, this is what your employees really need. They need mentors. They need people to assist them in their work. They need motivation during the work, and appreciation after the work is successfully accomplished. However, most managers find themselves busy in just modulating things, coordinating from one department to another, ensuring a smooth workflow, etc. The coaching aspect of the managerial job gets lost somewhere in the middle of all of this. And that is the one aspect that needs to be looked after the most for your employee development programs.
Developing a coaching culture is not an easy job. It requires a lot of amendments to your existing organizational structures and operations. Although one of the first things you can do is initiate a conversation about the importance and benefits of coaching within the organization and start from leading by example.
To know more about how to develop a coaching culture, you can read this article by Forbes.
This is the one initiative that you must focus your energies on to improve your employee development program.
More and more large organizations are employing professional mentors to ensure employee competency and excellence. You yourself don’t have to wreck your brain over, “how to create employee development programs?” There are professionals that can do it for you. And personally, better leave this job to the experts.
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The professional mentors know the right methods of extracting the best out of your employees without making them feel that they’re working more than usual. The idea of these professionally modulated employee development plans is to increase your employee productivity by removing the frictional elements in the work process. In simpler words, these professionals ensure that your employees are happy and they’re working to the best of their potential.
Assuming that you do, in fact, change your company’s culture, and get experts to device an employee development plan for you, it is now time to see whether the plans and culture are changing things for the better or worse. How do you ensure this? Simple: Get employee feedback. Create a questionnaire, asking your employees whether or not the new changes are working. See if they have any feedback or constructive alterations in the existing plans. Initiate an active communication with your employees discussing the pros and cons of your employee development programs.
The next logical step is to eliminate the cons, and make the pros consistent. You do it for long enough and with proper focus, and you’d have happy employees working to their optimum potential; resulting in a high ROI.
Now, go ahead and make this a reality!