5 Tips To Boost Employee Career Development

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If you’re an employer or plan to be one, this article is for you. 

 

What do you want more than anything when your employees are working for your company? Being valued. It doesn’t take a genius to know that when employees are supported in their career development, employers actually experience lower staff turnover rates. Moreover, employees are more engaged with their work and end up being far more productive. 

 

So, what are the things you can do to improve your business and ultimately keep your employees valued?

 

1)   Have a Mentorship Programme 

 

When employees feel like they have someone to go to without judgment, you’re helping the mentee, mentor and your overall business. 

 

This is one of the best ways to get to know your employees on a deeper level, understand their goals and learn new skills. It’s important to note that both the mentor and mentee benefit from this relationship as the former grows leadership qualities whilst the latter grows networking abilities. 

 

It might also help to have a specific department dedicated to mentorship. 

 

2)   Reward Employee’s Retention and Learning

 

As was said earlier, employees love being valued. That is why it is important, damn right necessary to recognise employees’ achievements and goals. 

 

Even thanking your employees during a meeting or finishing a project goes a long way in keeping them valued.

 

Doing so will also increase the motivation to learn, thereby empowering employees to be productive and innovative. 

 

If you continuously encourage the idea of learning, and include, say, a ‘learning day’ once a month, you’re more likely to retain happy employees. 

 

3)   Ask for Employee Feedback

 

One of the main reasons why employees hop from one job to another is because of a misalignment of goals.

 

As an employer, it is your job that your employee’s needs and wants are met. Hence the reason for regular check-ins. 

 

One practical way to do this is to carry out surveys for employees to fill in, particularly asking for critical feedback. But that’s not enough. You need to implement change for the sake of your employee’s career development, a mutually beneficial change. 

 

4)   Alternate Employee’s Routine 

 

Yes, people have specific strengths and roles. However, they also have their weaknesses. 

 

If you can also allow occasional rotation of roles between staff, you’re not only spicing up the mundane daily routine of each employee but also encouraging everyone to learn new skills that they otherwise wouldn’t have learnt. 

 

Maybe some of your staff will leave, but they will have left better informed, highly motivated and all the wiser. By doing this, you’re also helping to build a well-rounded team as opposed to isolated individuals skilled at what they do. 

 

5)   Help Develop Soft Skills  

 

Building upon the last point, the digital and information age has produced employees with technical, specific and advanced skills.  

 

While this is desirable, this may be comprising excelling at soft skills such as communication, active listening and more. 

 

Employers like yourself should promote soft skills in every facet of your company as this is more likely to improve productivity while also increasing your employees' transferrable skills for the future.  

 

Conclusion 

 

All in all, you should empower your employees’ career development and not diminish them. 

 

There may be reasons out of your control as to why employees look for other companies to work in besides your own. However, for reasons that are within your control, such as increasing employee value and wellbeing, you would be wise to capitalise on that. 

 

Not because they are a commodity to help provide profits for your company. But because they provide value for you precisely because they are valuable human beings with wants, desires, and career to look forward to.

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Posted 2 months ago

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