An effective employee and performance development program goes beyond just helping employees reach their personal goals. It also aligns their goals with the company’s business objectives. Employees want to know where they stand in the organization – not just today, but in the future. Honest conversations around this topic and regular check-ins will help.
Employee and performance development can help clarify roles, prevent job creep and burnout, and give employees targeted ways to meet or exceed expectations. It can also help eliminate outdated, ineffective performance mechanics and replace them with new ones that work better for managers and employees.
Whether fresh-out-of-college new hires or mid-career employees looking for new challenges, a clear vision of their potential and the opportunity to grow in their role can be a significant motivating factor. Providing opportunities for career progression and internal promotion in alignment with individual goals can improve morale and add a valuable selling point when the company recruits externally. In addition, team-based training and learning opportunities create bonds between employees and build a robust support system in the workplace. It may result in better teamwork and communication, raising the company’s output. Having leaders in place to push into management positions in the future can also boost overall productivity and allow the company to focus on other business areas.
Employee training, development, and feedback are significant drivers of retention. A company offering comprehensive on-the-job training and ongoing employee development encourages employees to ask questions and be comfortable asking for help. It makes a point to communicate regularly with employees about how their work contributes to the business’s success. We will likely see high levels of retention. Career progression is another crucial factor in retaining talented employees. Employees want to feel that they have a clear career path and that their current employer is investing in their professional growth. In fact, according to a report by the Society for Human Resource Management (SHRM), one of the top reasons employees quit their jobs is that they lack opportunities for advancement. By allowing employees to upskill and develop their current skill sets, companies can retain talented workers and reduce the cost of hiring new ones. Offering continuing education and other training programs like workshops, seminars, or webinars are ways to keep employees interested in their work. Also, implementing cross-training and job rotations gives employees a broader perspective and increases their versatility.
Increased Employee Engagement
Employee engagement is at an all-time low, and the resulting loss of talent has companies rethinking their approach to career paths and professional development. As a result, some are beginning to offer retention mentoring programs or provide more training opportunities to encourage employees to stay longer. Training isn’t just a way to equip employees with new skills; it can also help increase engagement by making people feel invested in their work. In fact, according to a Udemy study, 80 percent of employees said that learning and growth opportunities were essential for making them feel engaged at work. When employees are more engaged, they will be more committed to their roles and your company and will likely give you their most entire effort and best ideas when working on projects or hitting productivity goals. Highly engaged employees drive up to 11 integral business performance outcomes. Keeping your top performers engaged is crucial to your company’s success, and employee and performance development is the perfect tool to do just that.
Increased Employee Satisfaction
Employees need to be able to work on projects that match their skills and are challenging. When employees feel like they are wasting time, don’t give their best ideas, and get bored with the work, performance drops. It can be remedied with a clear definition of each position and HR processes that ensure managers and employees communicate effectively.
Training opportunities should also be tailored to the individual. Employees may be receptive to online courses, video-based learning, virtual classrooms (Augmented Reality and Virtual Reality), and gamified simulations. Keeping employees satisfied is another area where HR plays an essential role. Monetary rewards are a powerful motivator, but other initiatives can also improve morale. For example, a remote work stipend can help employees cover expenses such as home Internet access and cell phone bills. Employee and performance development is a broad term with many different strategies, but it is vital to the success of your business. Focusing on development will help your team members meet company goals, grow as individuals, and be prepared to step into leadership roles when needed.
Increased Customer Satisfaction
The employee development process helps employees understand their company’s performance goals and what steps they can take to improve. It also gives managers the tools to encourage and motivate employees to reach these goals. The result is a more satisfied workforce better equipped to handle the unexpected in a customer service situation. It can be a critical factor in meeting or exceeding customer expectations. Another benefit of employee development is training supervisors to empower their employees with the authority to solve problems quickly and efficiently. It gives employees the power to serve customers without needing approval. It helps them meet or exceed expectations while making it easy for the customer to do business with the company. It is also important to note that employee satisfaction is a significant factor in attracting talent to your organization. It is especially true today, where people can easily broadcast their opinions about their workplace experiences on social media. A commitment to employee and performance development can help your company stand out from the competition in this area.