Employee development is widely recognized as an essential tool for any organization’s successful growth, productivity and ability to retain its best employees.

“People often say that motivation doesn’t last. Well, neither does bathing – that’s why we recommend it daily.”- Zig Ziglar

The same holds true for the management techniques that make employee development successful.

In other words, you can lead an employee to great training but you can’t make them learn. Employee development requires much more than just the training. It is holistic. You have to develop the entire employee.

Here are some tactics for developing your employees:

1. Focus on success

Most manager spend their time looking for failure in their employees not minding that it will make the work environment reflect that. That is why it is advisable for the manager to develop an atmosphere of growth by emphasizing employee success daily

2. Be their inspiration

A perfect way to inspire the employees is to keep them focused on what the results look like and celebrate the results when they are met. Rewards will reinforce their behaviors.

3. Be open and sincere

It’s easy enough to tell an employee “Good job.” And supervisors can double the impact by making their recognition more public, such as at a meeting.

Another key: Personal recognition needs to be sincere. Managers shouldn’t say it unless they mean it and be sure to highlight the details that made the employee’s work special.

4. Offer growth opportunities

This pays off in spades. providing opportunities like seminars and training for the employee will grow their skill sets and boost results, it will equally send a clear message that managers truly believe the employees are worth the investment

5. Encourage feedback

Managers need to let staff know they want to hear their ideas and encourage them to contribute on a regular basis. The direct impact is that managers may wind up with some ideas and solutions they wouldn’t have thought of otherwise. Indirectly, employees will feel more valued and respected.

6. Create a sense of team spirit

The key here is making each and every employee feel valued. When staff understands the big picture – and the role they play in it – they’re going to feel more motivated about accomplishing their individual responsibilities. Send the message that it’s about cooperation, not competition.

7. Set expectations

Self-fulfilling prophecy – a belief that comes true because we’re acting as if it’s already true – is a powerful tool that can set up employees to succeed or fail. When managers treat their staff as intelligent, competent, capable workers, odds are they’ll meet those expectations (or at least strive to meet them). But if managers let it be known they have little faith in their employees by micromanaging their jobs, they’ll probably live up to that expectation as well.

8. Be approachable

Simply being in the presence of staff doesn’t make supervisors approachable. body language says a lot. When employees come up to managers who have their arms folded, it sends the message they’re closed off. And if their gaze is wandering – along with their thoughts – it’s sending a message they aren’t listening to what’s being said. The best thing for managers to do is act as if they’re happy to speak with employees (they should fake it if they don’t actually feel it) and always make time to hear employees’ concerns. Set a goal to personally connect with a given number of employees every day.

9. Keep it current

Look around the department: Is the furniture in good shape? Are the employees’ necessary tools in a good state? What about the computers? Do employees boot up and then go get a cup of coffee hoping it’ll finally be warmed up after 20 minutes?

What do employees really want?

Have you ever ask yourself this question as an employer, What do employees really want?

 Employers have a clue of what kind of leader they want to be but have no idea what the staff what them to be. A survey by Terry Bacon shows that employees want this percentage of things from their employer Honesty 90%, fairness 89%, Trust 86%, Respect 84, Dependability 80%, Collaboration 77%, Being genuine 76%, Appreciation 74% Responsiveness 74%.

10. Inform them

When supervisors have a management meeting, they should get together with employees afterward and update them on any info that could have an impact on their work.

Share anything from customer feedback to training opportunities to new procedures and policies. Keeping employees filled in on the latest developments – large and small – goes a long way toward helping them feel everyone is playing for the same team.

11. Meet with specific employees

If there’s a change in the organization that’ll affect certain individuals (or departments) more than others, take the time to meet with those employees.

Give them the info they need to successfully deal with the change. And remember to encourage feedback. This way managers will know whether their employees are clear on exactly what’s going to happen.

12. ‘Good morning’

Supervisors should try to make contact with the people they supervise every day. It doesn’t need to be a lengthy one-on-one encounter.

Just a simple “Good morning” or “Good afternoon” gives employees a sense of being recognized.

13. Schedule a regular meeting

Depending on the size of the staff, it may not be possible to meet once a week with every employee.

But set a regular time for these meetings– the second and fourth Monday of each month, for instance, or hold a lunch meeting on the last Friday of each month.

The goal: Schedule a set time with employees so they know they can count on having this time to address any problems or questions.


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    • Reina - August 10, 2020

      I needs to spend some time learning much more or understanding more.
      Thanks for excellent information I was looking for this information for my mission.

      Reply to this comment

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