Here are 6 ways to develop employees and grow your own talent in-house:
To help foster a culture of two-way communication and feedback, propose or require managers to hold regular 1:1 discussions with their direct reports. These conversations can provide a way for managers and employees to exchange information and reflect on how things are going, while also identifying and discussing training needs. Supervisors can get a sense of whether employees’ needs are being met and better understand what kind of employee development opportunities might be the most beneficial.
2. Learn at Your Own Pace Programs
Many employees find these programs appealing since they have the freedom to learn what they want whenever they want. These programs may cost a bit to put together, but it’s not difficult to find comprehensive curriculums online for purchase. Alternatively, you may choose to build these learning experiences internally, through your organization’s own Learning and Development resources. However you go about putting it together, the important thing is to make sure that employees know how to access the information, that they are given all of the tools they will need for success, and that they are encouraged to take advantage of the program.
Building a strong business network beyond professional organizations can also promote employee development. Think about joining the Chamber of Commerce or other business-focused organizations in your area, and urge employees to participate in the group’s networking events and business activities.
All of this learning and growing should be shared! If employees share the information they’ve learned and the activities they’re engaging in, others will be more likely to follow suit. If your workplace culture is defined by open communication like this, it’ll help foster an environment conducive to growth. Provide opportunities for employees to volunteer and share what they’ve learned with other team members
5. Mentorship Programs
Mentorship programs are great for employees at all levels. Senior leadership will have the opportunity to build their coaching skills by mentoring junior employees, who will in turn gain access to valuable career guidance. These programs are most often voluntary and are not likely to have many costs associated with them, but can still have huge impacts on high-potential employees. From recommendations on technical skills to improve on, to guidance and coaching around soft skills, employees who receive mentorship should have ample opportunity to develop themselves and will be able to contribute at a higher level because of it.
6. Automate the review process.
Automating portions of the performance review process can help employers and employees alike by making more time for other aspects of employee reviews. Possibly the biggest advantage of implementing technology into the review process is making it so much easier for employees and their managers to track and measure performance year-round.