Years of data have revealed a repeated theme for employees: they want to be competent at their jobs and have the ability to succeed. This has become so important to them that 40% of employees who feel they’ve been deprived of the training necessary to be effective at their jobs will leave before their second year. 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. Gone are the days when employees accepted a dull, clock-punching life, doing the bare minimum to get by.

From another perspective, leaders want more productivity and progress than ever before. Their expectations of their staff require higher expertise, commitment and dedication. Yet, ironically, leaders often fail to recognize the need to develop their people to attain the goals they set for them. Unknowingly, many leaders are forfeiting productivity gains of 200%, according to Dale Carnegie studies. They surrender 20% higher profits with employees underdeveloped for their demanding jobs, according to ATD research. Their turnover rates are also painful.

Many of these issues can be minimized with the proper emphasis on employee development. Unfortunately, too many companies struggle to practice it.

In this blog series we will be taking a closer look at what it really means to develop your employees, and some of the most effective ways to accomplish this through specific processes and actions.

If you’re looking for interesting team building and personnel development programs, our Leadership and Team Development programs are powerful catalysts to change and growth. As always, I would love to hear from you. I can be reached here or on LinkedIn.

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