Ah, the employee development program. Many employers seem to have a love-hate relationship with this concept as they want the results but likely don’t have the time to invest in it. In a recent survey, an astounding 75% of Millennials reported they would consider leaving their jobs if they felt there were no real opportunities to grow professionally. So if you haven’t found the time to invest in employee development programs, it may be time to start. Get started with a few tips from the pros:
Turn your company into a productivity powerhouse with this secret benefit that your employees actually want!
Developing your employees and turning them into learning machines that will benefit your company from now until the future is kind of a no-brainer. But surprisingly, not every company focuses the attention they should on employee development or on-the-job learning. Here is a great list of statistics that prove why, when and how you should start bringing employee development into the workplace.
What does it mean to be a learning organization?
In this extremely competitive business era, a company’s greatest danger lies in becoming stagnant, in failing to adapt to changing circumstances or adjusting to new challenges. A learning organization is what every organization should strive to be: committed to constantly learning, growing and improving. Why would you take this very high-level view of formal learning and build it into YOUR organization, one that’s likely already pretty busy with the work of being in business?
Guess what the most stressful part of the interview process is? Is it interviewing? Setting up a time that works for everyone? The sweaty, small office where you have to sit for an hour while you determine “cultural fit”?
Nope. It’s salary negotiation. While it can be simple (you offer a number, they accept, we’re all happy), most times, especially with purple squirrel jobs and high stakes negotiations, it can be a tightrope walk. Let’s talk about some situations you may face when negotiating salary.
Compensation should be more than a strategy, it should be a shared philosophy where every member of an organization is considered. Whether you’re an executive, an HR compensation decision-maker, or a one-man HR department, one thing is for sure. Well, actually three. Here they are…
The ability to develop leaders is one of the key aspects of a company’s growth. For some, it’s their entire growth process. Enterprise Rent-A-Car is a prime example of this as they only promote from within. In their business development, if their training and coaching fails, so does the entire company. Raising up and developing more leaders is a key aspect to Enterprise’s business model but they shouldn’t be the only company to do so. Here are three reasons why coaching should be a priority in every organization.
Just because companies are doing away with traditional performance management doesn’t mean they should be cutting back on budget or reallocating spend to somewhere else. In fact, they should be investing even more into performance management. Whether you opt for an annual or monthly review process or are ready to invest in an innovative performance management system for a more fluid feedback model, there’s no denying performance management can be ignored. Take a look at these 4 undeniable reasons to invest more into performance management this year, even if you’re getting rid of your standard system.
A one-and-done annual performance appraisal. Sound fun? Modern day performance management is being reinvented into a process that is more meaningful and rewarding to everyone. Managers are transitioning from judges to mentors while employees are actively engaging with the company and taking control of their careers.
Performance management is a pretty heavy phrase in business and it raises plenty of questions for even the most savvy of managers. The drawback? The best solution for your organization’s performance management strategy relies mostly on the culture of your people. It has to account for your company values, the overarching business mission and use the right motivators for your unique workforce. That means that we can offer advice every day (we plan to) and still only scratch the surface of needs for your people (until you sign up for the Reviewsnap performance management software, that is).
Employee performance management encapsulates many small pieces that add up big time. Everything from 360 degree feedback, performance reviews, benefits and all the things in between are lumped into the performance management strategy of today’s businesses. Thankfully, companies are grasping just how important it is to be proactive in managing the engagement and development of their people, but is the approach on track? More importantly, are you a performance management dummy or genius?