How do you develop the talent in your organisation? Do you let your employees grow and thrive on their own? Or do you have the tools in place to help them meet their potential? Many companies in Ireland have discovered that they need to help their employees by giving them a boost.
Otherwise, their talent doesn’t develop – it turns into untapped potential. If this is allowed to go on for too long, those workers either become complacent, or they find out that the grass is greener – not quite literally – elsewhere. You don’t want to lose the best employees in your organisation. Here are some methods that you can use to help their development.
How to Develop Your Workers
There are many things that you can do in order to help your works develop new skills so that they can better serve your company. It all starts when they first set foot in your building.
Teach New Employees the Ropes
Your development efforts need to begin on your employees’ first day. They need to be properly trained in order to do their jobs. This involves training them on your existing HR software as well as on any other systems that you use.
There should be clear goals defined throughout this initial learning process since nothing is worse than allowing your employees to simply “sink or swim.” They’ll grow unhappy when you throw them to that virtual deep end!
Once your new employees are acclimated to the job at hand and have mastered their day to day tasks, it’s time to teach them new things.
Determine What Needs to Be Learned
The first step that you need to undergo in the development process is to determine what your employees should be learning. What are their strengths and weaknesses? Are there things that they are interested in doing, but they currently lack the skills to do them?
There are two useful methods to use for this stage of the process. You can keep an eye on what your workers are doing to see what they excel at and what they fall short on, or you can ask them what they think.
The latter is the best option, as it is less time consuming for you and your other employees. Plus, if the employee wants to learn about the subject or skill, they are more likely to complete the training.
Examine Your Employees’ Past Actions
Next, you need to look at your employees’ past actions. We briefly mentioned this above, but it needs to be gone over in more detail. What do your employees do every day? Do they do the same things?
Or are there additional tasks for them to take on that pop up now and then? If your situation fits into the latter category, then watch your employees to see what they do. Are the same ones volunteering for new tasks all of the time?
Are there some who seem eager to learn? These are the workers that you want to target for your development initiative.
Pick the Employees Who Would Benefit the Most
While you do want all of your employees to learn and grow in order to benefit your business, you shouldn’t target all of them for these initiatives. This would be far too time-consuming and give you – and your managers – too many things to keep track of on top of their other work.
Instead, you need to pick out the employees who would benefit the most from these development programs. Then, ask them if they are interested. There need to be as invested in this as you are.
Utilise Available Training Tools
There are a number of training tools and trackers that you can use in order to keep your employees motivated and on task. They include things like having them go through educational programs at a local school, attend webinars, and even read up on various topics when they have a chance throughout the workday.
However, you need to be able to track their progress. This can be done with a good testing regimen or even a workflow program. Workflow programs are designed to set up reminders and even send digital “flags” to supervisors should employees become stuck mid-task or end up finishing a training module.
