Employee Development Motivate Employee Participation In Professional Development Opportunities And Improve Performance

Employee Development: Motivate Employee Participation in​ Professional Development Opportunities and Improve Performance
When companies think of​ employee development, they often search for training programs, educational seminars, coaching or​ the latest book that might offer ideas on what employees can do to​ sharpen skills or​ strengthen expertise .​
However, none of​ these programs will be effective if​ the organization lacks one critical success factor: individual motivation .​
An individual has to​ want to​ develop himself before any employee training and development program can be successful .​

Some say they’re 'too busy.' Some say they’re 'already developed.' Some blame the boss .​
Some like burying their heads in​ the sand, afraid of​ what they might learn about themselves .​
What can you do to​ help your employees achieve best performance?
Here are some tips to​ help motivate the seemingly unmotivated and increase your organization’s overall performance.
1 .​
Target the highly motivated and strong performers.

All organizations have individuals who are highly motivated .​
They stand out more easily .​
They typically like challenges and welcome growth opportunities for themselves .​
Engage them in​ activities to​ help them get even better .​
The improved performance of​ the highly motivated will help raise the bar for your entire organization .​
Those who are less motivated will have to​ step up the pace.
2 .​
Focus on the future.

Rather than concentrate on performance areas that aren’t working for an​ individual, talk about possibilities for the future .​
It’s easier to​ become energized about new possibilities than dwelling on weaknesses .​
Determine the positive outcome that will occur if​ a​ change/improvement is​ made .​
For example, you might say, We can reach more buyers if​ you can speak more frequently to​ groups .​
What can you do to​ hone your presentation skills to​ help secure more business? Help employees keep their eye on the goal, not their ego.
3 .​
Open dialogue about desire.

Discussions about development should be positive and ongoing -- not limited to​ annual performance reviews .​
Let the individual lead .​
Rather than saying, Here are areas you need to​ develop, ask What would help you build on your strengths or​ increase your effectiveness? When a​ particular approach has been identified, ask for commitment to​ follow-through .​
Create a​ culture where ongoing development is​ expected, encouraged and rewarded at​ all levels .​

4 .​
Start at​ the top.

Executives should model the commitment to​ growth and development that they want to​ see throughout the organization .​
After all, many problems disguised as​ employee development issues actually reflect leadership deficiencies of​ the firm or​ organization.
Consider using assessments of​ some kind to​ help employees gain a​ more objective perspective about them .​
Assessments can be helpful or​ destructive depending on how they are used .​
In the end, it’s all about achieving what both the employees and what the organization wants .​
Be clear about what’s most important to​ both .​

An employee development and training program is​ not something to​ be checked off on a​ checklist .​
The strongest organizations make employee development an​ integral part of​ their culture and strategies for success .​
They constantly seek new and innovate ways to​ engage their people in​ development opportunities to​ achieve best results.

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