How to Support Employee Growth

Employee growth is a crucial factor in the success of every organization. Hence, employers must work hard towards promoting the growth of their employees, in as much as the employees are also required to work on their development and growth. As an employer, you can experience a situation where a new employee is able to develop and thrive without your intervention or assistance. And on the other hand, you could experience a new employee who would be terrible and fail to handle the simplest task or improve even with your established growth plan for the employee.

Regardless of the category you have hired, the role of employee growth and development makes it highly demanding in your organization. And for the employees ready for growth and development, you should deploy the following strategies on how to support employee growth.

employee growth

As an employer, you can experience a situation where a new employee is able to develop and thrive without your intervention or assistance.

1.     Provide official monitoring

Mentorship is an important aspect of employee development, including those with good performance. Assigning mentors serve as an effective tool for employee growth and development as it helps them to have a clear guidance and understand their best shots towards development. You can also provide this monitoring by establishing a program for employee development.

2.     Focus on the employee personal growth

While your aim is to grow your business, this will have to manifest as the individual growth of your employees. Hence, the growth must be felt personally to excite the workers. Employees tend to show less interest in development if it is not directly affecting their personality. Don’t focus on a general development, have more sight on allowing them to see the development within themselves. This workers development strategy is also a tool for engagement and retention of employees.

3.     Reward good performance

Ignoring the success of a good employee is one of the ways to demotivate them from further development. Employees that are able to recognize their development and success alone are prone to quit for another job. Offering rewards is simply a way of saying thank you and to inform the employee that you are noticing their progress. Do not ignore good performance; it could discourage the employee from giving in more for development.

4.     Avoid punishing the hard-working employee indirectly

Desist from piling all the work for the hardworking employee; this would deter them from having time to learn new skills as they’ll spend all their time working. It’s fine to give them the tedious tasks, because they can handle them, but not excessively if it won’t give them the time to develop. When you assign them such tasks, be available to help them and make it clear that you’re there to help. Don’t forget they need the space to improve their work relationship and experience less stress.

5.     Avoid giving in to the bad worker

You also need to assign tasks to the bad worker, considering the fact that they possibly do badly because they don’t know how to do the job. That being the case, you should assign them the tasks and be available to teach them as a growth plan for employees doing badly. The only good chance your bad workers have is to be coached. They can develop and grow to complete the tasks credibly if you continually teach them.

Conclusion

Another strategy not mentioned above that could help is to establish areas of growth for employees based on perceived skills they are lacking. Engaging the employees accordingly and possessing traits of enviable bosses are also required to support employee development.

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