Your questions answered
To successfully develop employees takes time and effort. Typically, successful organizations use a range of schemes and tools to help employees set career and personal development goals and work towards them in a fulfilling and supported way.
Developing employees makes sense, because an organization has already invested in finding and recruiting talented people. Supporting them to develop themselves in-role is a good way to retain them. Employees are motivated to achieve their own career and skills goals as well as meeting job-related targets: if you can help them achieve both it’s a win-win.
You need effective, skillful managers who know how to develop their team members. So, a first step is to make sure you train and appoint managers who are focused on employee development. Putting in place a formal development system is a good idea, to make sure everyone has a chance to identify and act on development opportunities. That could be an individual development plan created by every employee in consultation with their manager. The plan is logged and regularly reviewed to make sure it’s working out.
Some organizations run mentoring or buddying schemes with senior colleagues who help employees advance towards their career goals. Another effective scheme is to offer secondments, job swaps and shadowing, so people can discover other roles and broaden their experience in areas that interest them.
Discover what 500+ HR leaders said about the future of HR. Download our new research report ‘The changing face of HR’ today.Back to top