Development and Employee Engagement

Once a team member has been in their role for a while, things can become stagnant. Work is done just because that’s the way it’s always been done and innovative methods can fall from the radar. Success is measured on completion and consistency instead of creativity and conquering challenges.

Leaders need to focus on developing their team members so that they don’t lose the competitive edge of pioneering new methods or procedures. A company must be committed to taking the time and showing interest in the development of their employees in order to encourage job commitment and engagement.

Employees have a tendency to get bored after doing something for too long, so even those team members who are happy with their tenure and their position should still be pushed to achieve more and learn something new within the realm of their current field of expertise.  It will also show that their leader is in invested in their success.

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There are great benefits of employee development. Companies can recruit new talent by offering solid training programs and can ensure their current employees have all of the tools and resources that they need in order to promote in an organization.

Even if a promotion is not currently available, employees will be able to proactively better themselves and be prepared when an opportunity comes up.  Development isn’t always necessarily about promoting as some employees just want the option to learn more.

Development does take time; however, most of the supplies are within the organization.  Leaders can utilize their experience to provide trainings and share their knowledge.  Also, mentorship programs and shadowing opportunities can be made a priority to encourage growth within the organization. Here is a great plan to start a mentoring program.

Training courses can also focus on things outside of the professional realm to encourage team building and personal development. For example, a cooking class, which shows that the organization is not only committed to developing people professionally, but personally as well.

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By utilizing development and training opportunities as benefits for employees, businesses may see an increase in engagement, productivity and retention. This is key because disengagement costs more than $500 billion per year in the U.S. Even more concerning is that 86% of businesses and HR leaders believe they don’t have a good leadership path.  Most concerning is that creating development programs is completely within the control of a company.  Training programs can be as easy as pooling resources or reaching out to experts on certain fields.

By encouraging development at work, a business will be able to grow their talent and possibly reduce turnover rates. Companies must capitalize on internal resources to improve the workplace by ensuring they are able to promote from within and give people the opportunity to exceed potential.  Development and training should be a part of the company cutlure in order for both to become priorities.

What is development and training like in your organization? Let me know in the comment section below.


One thought on “Development and Employee Engagement

  1. Pingback: Don’t Suffer Through Another Annual Review – Employees First, Business Second

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