Developing Employees
Developing Employees
1) Train them
Training is an essential part of an employee’s development. Initial training is unavoidable but many employees forget about training as soon as the employee has integrated into the business. Ongoing on-the-job training as well as formal training programs are a great way to motivate your staff, improve their skills and get them ready for new duties and potentially new positions within your company. Don’t be afraid that your employees will take the training and move on. If you continue to develop employees by investing in them they will stay motivated and loyal.
2) Challenge them
Just like any human, the same repetitive tasks will eventually bring about boredom, job dissatisfaction, increased turnover and additional recruitment costs to your business. Developing employees means challenging them constantly to keep them sharp, energized and motivated. Sit down with your employees one on one and jointly develop monthly, quarterly or yearly goals and objectives that are challenging but achievable. Ensure this is done together keeping the employee’s own personal goals and objectives in mind so that there is a sense of ownership in accomplishing set goals.
3) Find hidden talents
You will be surprised by the unexpected skills your employees possess that can be beneficial to your company. Part of developing employees is finding out more about them personally: their likes and dislikes and their hidden talents and put these skills to use in your business. You will find your employees are happier, more motivated and more loyal because they are doing what they love and your business will gain from these new skills.
4) Find them a mentor
Everyone can benefit from a mentor including you. Seek to understand your employee’s personality, dreams and goals and find them a mentor that can compliment them personally and professionally. On the personal side they should be able to get along with their mentor, feel comfortable and confident to trust them and confide in them. On the professional side they should feel inspired by their mentor and the mentor should have the skills and background in developing employees to help them with their professional aspirations.
5) Be an example
Part of developing employees is setting an example. If you have a great attitude, solid work habits, if you achieve your goals and stand by your word, then your employees will likely follow suit. Ensure that you and your management team are a great example for the team and keep this behaviour consistent.
Following these tips on developing employees is a great beginning to growing a satisfied, motivated work group with low turnover and high morale.
Developing Employees - To learn more about this author, visit Jessica DeLaney's Website.
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Many entrepreneurs run small businesses that do not have the support of a human resources team. Having a dedicated department that has the main objective of developing employees is ideal but not necessary. There are many steps you can take to effectively develop your employees to grow your business.
1) Train them
Training is an essential part of an employee’s development. Initial training is unavoidable but many employees forget about training as soon as the employee has integrated into the business. Ongoing on-the-job training as well as formal training programs are a great way to motivate your staff, improve their skills and get them ready for new duties and potentially new positions within your company. Don’t be afraid that your employees will take the training and move on. If you continue to develop employees by investing in them they will stay motivated and loyal.
2) Challenge them
Just like any human, the same repetitive tasks will eventually bring about boredom, job dissatisfaction, increased turnover and additional recruitment costs to your business. Developing employees means challenging them constantly to keep them sharp, energized and motivated. Sit down with your employees one on one and jointly develop monthly, quarterly or yearly goals and objectives that are challenging but achievable. Ensure this is done together keeping the employee’s own personal goals and objectives in mind so that there is a sense of ownership in accomplishing set goals.
3) Find hidden talents
You will be surprised by the unexpected skills your employees possess that can be beneficial to your company. Part of developing employees is finding out more about them personally: their likes and dislikes and their hidden talents and put these skills to use in your business. You will find your employees are happier, more motivated and more loyal because they are doing what they love and your business will gain from these new skills.
4) Find them a mentor
Everyone can benefit from a mentor including you. Seek to understand your employee’s personality, dreams and goals and find them a mentor that can compliment them personally and professionally. On the personal side they should be able to get along with their mentor, feel comfortable and confident to trust them and confide in them. On the professional side they should feel inspired by their mentor and the mentor should have the skills and background in developing employees to help them with their professional aspirations.
5) Be an example
Part of developing employees is setting an example. If you have a great attitude, solid work habits, if you achieve your goals and stand by your word, then your employees will likely follow suit. Ensure that you and your management team are a great example for the team and keep this behaviour consistent.
Following these tips on developing employees is a great beginning to growing a satisfied, motivated work group with low turnover and high morale.
Developing Employees - To learn more about this author, visit Jessica DeLaney's Website.
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John PowerJohn Power, founder of Biltmore Franchise Consulting, has extensive experience developing and marketing franchises and business opportunities. He has been in and around franchising for over twenty years. From 1980 through 1990 he conceptualized, organized, and developed the American Video Association. He grew AVA to 2,000 national members, before selling the company it 1990. It was later merged into another home video marketing company. From 2000 to 2005 he worked as a contract marketing and human resources consultant to several local and national companies. In 2005 Mr. Power began working as a franchise development consultant on a full-time basis. Since that time he has helped more than three dozen companies initiate and develop their franchising program. He notes that there are many companies interested in developing a franchise program, and who need his specialized assistance. Mr. Power is a “hands-on” franchise consultant. He said, “I am the ‘nuts and bolts’ person who tends to the details for my clients.” Mr. Power holds a B.S. degree with a major in Marketing. See: www.biltmorefranchise.com You may contact Mr. Power at: jpower@biltmorefranchise.co - Visit John Power's Website |
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Dianne CramptonDianne Crampton is an executive leadership coach, team consultant, author and president of TIGERS Success Series, Inc. Dianne has been helping CEO's and Executives connect their employees to their core values and goals for over 20 years using the trademarked TIGERS team culture process, which stands for trust, interdependence, genuineness, empathy, risk and success. To download a free white paper on behaviors that build strong teams and behaviors that will predictably tear them down go here. - Visit Dianne Crampton's Website |
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Leanne Hoagland-SmithAre your sales where you want them to be? Will you be one of the few who achieves sales or business success or one of the many who have failed to change? Are you tired of being told you are like everyone else? Then you may find my first book on sales of interest. Be the Red Jacket in the Sea of Gray Suits, The Keys to Unlocking Sales available at Amazon or at http://www.processspecialist.com/red-jacket.htm. This book is a reflection of my no-nonsense approach to improving sales to overall business results. If you are truly committed to making sustainable changes, then I can help you secure a positive return on your investment because I focus on executable solutions not telling you the problems you already know you have. From training to corporate (group) coaching to executive one on one coaching, my approach is to assess, create awareness, build a goal driven action plan and then execute. The bottom line question is "Not do you or your employees know it, but do you or they want to do it?" Please call for a free strategy session at 219.759.5601. - Visit Leanne Hoagland-Smith's Website |
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Cheryl MatthynssensCheryl is a life skills coach, licensed Chemical Dependency Counselor and a 20 year entrepreneur. Cheryl's dedication to achieving a life of balance led to her expanding her teaching from the simple managing of life's daily challenges to adding financial well being as well. A direct marketer with DrinkACT, she is gaining ground in the online community with her concepts of making sure business owners, entreprenuers and employees have well rounded life styles. She opened up a small affiliate site - The Balance Guide- to help others find resources for mental and emotional well being. Visit Cheryl's blog to see more of the diversity beyond business she has began offering online at www.thebalanceguide.blogspot.com - Visit Cheryl Matthynssens's Website |
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