How to Develop an Employee Development Programme
The business world is ever-changing and as technology transforms areas of our lives, it has never been more important that employees, at all levels within the business, are developed so that they can maximise their potential.
There are key components to consider when developing your team. Firstly, you must own the challenge of your team’s development and look wider at how you could also help develop others in the organisation. Experiential learning is vitally important, this is where your staff learn as they work.
Always make sure that, as well as you owning the process, that your employees also own their learning and are invigorated by their career path. Your ability to cultivate talent should have a great impact on your team, as well as on your own reputation and effectiveness as a leader.
There are many ways in which you can develop your staff, here are just a few.
Make team development a core part of your day to day role and always be on the lookout for ways to support your staff in their efforts to learn and grow. Make sure your team are accountable for their development, if they are not, progression may fall by the wayside. Continually ensure that your employees’ development plans include on-the-job experience and give assignments that will specifically help them to develop particular competencies. Consider the development opportunities an assignment could provide when making important decisions about how to staff key projects. Make it integral to your thinking, to always be identifying stretch assignments for each of your direct reports.
You should also support those employees who choose to seek growth experiences outside the workplace. Whether these be community based, being part of professional organisations or taking on extra learning outside of working hours, either for a professional qualification or not, personal development should always be championed.
Make sure you check in regularly with your team members and give them constructive, developmental feedback, as well as having conversations about what they are learning from their experiences.
Finally, it is important that you develop candidates who could be your own successor!
Why not use this checklist as a starting point for cultivating a programme of employee development within your organisation:
- Set developmental goals
- Create a unique development plan
- Provide career development information
- Offer career coaching
- Create internal job opportunities
- Set up informal career development opportunities
Make sure your employees own their learning and their career path. Your ability to cultivate talent can have a great impact on them, as well as on your own reputation and effectiveness as a leader.
Here are some ideas of how you can develop your staff:
- Make developing your team a core part of every manager’s job.
- Look for ways to support your team in their efforts to develop themselves.
- Hold your team accountable for their development.
- Develop successors who can take on future roles.
- Ensure that your employees’ development plans include on the job experiences.
- Ensure each person has stretch assignments.
- Give assignments or experiences to help them develop specific competencies
- Give developmental feedback.
- Hold regular personal development reviews.
For more information on how to build a great team go to How to effectively recruit an employee