Page 52 - Ideal Roadside Guide to Managment

Employee Development Planning
IMplICAtIons
Leadership
• Make professional development a priority in your financial planning.
• Build professional development into KPIs. For example, manager performance should include an assessment of their coaching and leadership abilities, as well as a measurement of how engaged their reports are.
• Consider including complete or partial tuition reimbursement in your benefits package to remain competitive.
• Ensure your managers have access to opportunities focused on developing their management and coaching skills.
• Coach your direct reports.
• Leverage your professional network to assist in the creation of mentoring opportunities.
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Human Resources Managers
• Make sure internal training is part of onboarding, but not JUST part of onboarding.
• Create ongoing events where employees can cross train and learn from other departments.
• Encourage employees who attend external trainings to present back to the group or provide notes.
• Develop mentoring programs, especially for executives, as a critical component to your succession plan.
• Train managers on coaching.
• Don’t rely solely on online methods.
• Ensure hourly employees see a path within your organization. Shadowing opportunities can provide them with a greater outlook on their potential for growth.
• Be active in developing your coaching skills.
• Coach your employees on a regular basis, regardless of their age or tenure.
• Discuss what types of training opportunities your reports prefer, and help them find opportunities that match their preferences.
• Recognize employees for their career growth and professional development achievements.
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