Some key strategies for stimulating growth and development include understanding goals and aspirations, organizing training programs, rotating work roles, supporting work-life balance, and creating and sharing succession plans.
February 8, 2022 – The modern workplace has become dynamic and is shifting from an employer-centric ecosystem to an employee-centric ecosystem, according to a new report from The Taplow Group. “This means that employers cannot take employee loyalty for granted,” the study said. “CEOs and business leaders need to identify ways in which they can carry out employee development programs. It takes a lot of thought and brainstorming to develop a well-tailored and sustainable employee development strategy. »
The Taplow Group report offers strategies to drive employee growth and development. Among them: understanding goals and aspirations, organizing training programs, rotating roles, supporting work-life balance and creating shared succession plans. Let’s take a closer look.
1. Understand goals and aspirations
With the remote and hybrid mode of working, communication has become an essential cornerstone of employee engagement. “Leaders need to have one-on-one interaction with their staff and understand their career goals and aspirations,” the report says. “At the same time, help them identify milestones in their professional journey and provide them with the resources that can support them on this journey. This way, your employees would feel valued, which would translate into greater loyalty and productivity. »
2. Organize training programs
Once you have identified and prepared a career plan for your employees, you now need to organize training sessions to help them develop new skills and competencies. “These programs need to be organized at both the group level and the individual level,” the Taplow Group said. “With virtual learning, attending seminars, conferences and video conferences has been very easy and employees can learn at their own pace. Also, be sure to help your staff keep up to date with what is happening. going on in the industry and sharing the learnings with the broader audience of the organization.”
3. Job rotation
Variety is the spice of life, and that’s especially true for your workforce. “Try to rotate your employees in different roles, perhaps within the same department or business unit,” the study said. “It would help them develop new skills, take an active interest in work and appreciate the work done by their colleagues. Job rotation will not only increase employee productivity, but will also promote greater collaboration within the organization. »
4. Support work-life balance
Almost all the CEO Certification Program will now focus on work-life balance. The past two years have highlighted the importance of mental health, time spent with family, and time devoted to hobbies and interests. “As a manager or CEO, you need to make sure that your employees don’t burn out on the job and are encouraged to take time off, spend time with family, or pursue whatever hobbies they their choice,” the report said.
Majority of workers are now in favor of the hybrid work model
Fifty-three percent of workers globally want a hybrid work model where more than half of their work time is remote, according to new research from LHH Toronto (formerly LHH Knightsbridge) and Adecco Group. The companies just released the ‘Resetting Normal: Defining the New Era of Work’ study which probed workers’ attitudes towards remote versus in-person work, pandemic recovery plans for their companies and career plans for the future, the state of mental health in the workplace, and “the truth about the Great Resignation”.
5. Create and share succession plans
Every employee wants to see themselves move up the ladder. Therefore, create a succession plan and show your employees how you intend to involve them in the direction of the organization. “CEO recruiters focus a lot on being able to develop succession plans for today’s CEOs,” said The Taplow Group. “This will ensure that your employees take more interest in their work, business activities and align closely with the mission and vision of the organization.”
The study states that “employee development programs give employees something in return for their work and services. A well-thought-out plan can result in tremendous productivity and loyalty from your employees. »
Related: Remote work gives new meaning to work/life balance
Contributed by Scott A. Scanlon, Editor; Dale M. Zupsansky, editor; and Stephen Sawicki, Editor – Hunt Scanlon Media