In last week’s blog post we explored just how important it is to employees that they continue learning and advancing in their careers. A Middlesex University study showed that over 70% of workers are not happy with their level of professional development because they are not reaching their full potential. Don’t let your employees fall into this majority!
What Development Means
Raising the level of an employee‘s value is not as simple as getting them more training, although training is a very crucial aspect of it. Effective development touches every aspect of an employee’s experience, including technical, managerial, and interactive skills. The employees who contribute the most to their company are given the ability to know what they’re doing, apply what they know, enjoy what they do, and grow to do more.
Technical training is essential, of course, allowing each person to carry out the tasks they are assigned within the system provided to them. Studies show that less than 15% of workers feel they have the skills they need to use workplace technology to effectively do their jobs. This includes computer and internet usage.
Some jobs call for high levels of skill in several areas beyond the commonly accepted norms. For example, engineers may have great theoretical and innovative skills, but need to be more proficient at technical writing or public speaking to document or present their ideas. Production supervisors generally have good process and productivity knowledge, but often need communication or conflict resolution skills to address the issues that crop up every day.
Fortunately, excellent sources of specific training in all these areas are available and leaders will benefit by allowing their people to get any training they need. Companies that fail to budget for ample technical training also fail to account for the cost of a skill shortage, where processes fail and problems expand without sufficient solutions.
Many employees need better managerial skills, where communication and collaboration are essential. A staff that works well together sharing information and ideas, setting and achieving goals, and drawing the input of others to make great plans is making use of good managerial skills.
Business insider Steve Olenkski sums up the development goals very nicely in the Forbes article, 8 Key Tactics For Developing Employees. He states that organizations develop employees for two reasons – to enhance employee interest and engagement in their roles (which raises productivity), and to grow new managers who in turn engage others.
Engaged people take on more responsibility, motivate themselves to keep improving, and inspire similar motives in those around them. Employee development is best designed to build better people who are more interested in what they’re doing, are more effective contributors, and raise the bar for the entire culture. Everyone benefits when any employee develops into the person they ultimately can be.
If you are interested in exploring options for employee development, I am here to help with a wide range of horse guided programs designed to assist people with realizing and reaching their full potential. As always, I would love to hear from you. I can be reached here or on LinkedIn.