Effectively developing employees is crucial to the growth of an organization. Supervisors who are adept at identifying the value an employee can bring to an organization will be richly rewarded with better morale among team members, more productivity and an easier job managing their co-workers. The effort to develop employees must be deliberate and persistent to achieve the desired results.
Role of the Employee
Consider the individual’s needs and goals and the needs of the organization in designing an employee development plan. The individual must be fully engaged in the process to personally benefit. From the employee’s perspective, the supervisor identifies and communicates the development needs and the employee has to put the development plan into action. In some cases, the employer offers suggestions for implementation, but to make the most of the process, the employee can design a detailed game plan that considers all areas of development. The employee can attend workshops, set up calendar reminders to work on specific skills, solicit feedback and review the plan on a regular basis.
Role of the Supervisor
Supervisors play a major role in ensuring opportunities for the application of the development plan. The supervisor can accomplish this by allowing the employee to attend workshops, offering positive reinforcement and investing in the success of the organization through the employee. Ultimately it is a win-win-win situation. The supervisor and organization benefit with greater productivity and the employee benefits in personal development.
Communication Development Needs
Schedule uninterrupted career development discussions and encourage a two-way dialogue. Let the employee know early on what to expect in terms of a meeting format. The employee should be put at ease and not have to feel defensive while receiving constructive feedback on his performance. Ask questions about the employee's needs and frame your plan around those needs while considering the needs of the organization. Take notes throughout the entire meeting and summarize those notes for the employee at the end of the meeting.
Prepare a written development plan for the employee and organization to reference during the development process. Revisit the specifics of the plan during the normal course of business. There is no need to pull the written plan out randomly, but keep the key development areas in mind as you offer organizational insight, information and advice. Lastly, use the written plan to measure the employee's performance and offer additional feedback.
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