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Our final Tip #25 in our 2019 series on employee development ideas

All year, I’ve been focusing on doing a series of video tips on employee development ideas – each one a specific, pragmatic, and actionable idea you can use to help your employees develop and grow into accomplished professionals and the future leaders in your organization. As 2019 draws to a close, today’s tip #25 is actually my final one in this series, and I hope you’ve found them practical and useful.  I hope you’ve been thinking about how you can harness your people power to build your employees and create results.  The final idea: look for deliberate ways to allow your employees opportunities to interact with your clients.

Give your employees opportunities to interact with your clients

At the end of the day, no matter what type of organization you are, your clients are your reasons for being.  If you’re a for-profit company, they are the source of your revenues.  If you are a not-for-profit, your clients are why you exist.  All year, we’ve talked about different employee development ideas, so it makes perfect sense that we close out this series with a strategy that specifically focuses on helping your people grow and develop their client relationships. Continue reading

If you want to sustain your employee development efforts, don’t forget this!

Today’s post continues with our 2019 series of video tips on employee development – specific practical things you can do as a leader to help your employees learn and grow into the future leaders of your organization.  Today’s strategy: promote and support mental and physical health initiatives for your people.

Promote and support mental and physical health

At first glance, you might think this is an unusual piece of advice.  But it actually makes a great deal of sense.  Let’s take a closer look.  Employee development is about creating highly-engaged employees.  But significant research has shown us that highly-engaged employees are not always healthy – physically and mentally – which means that their effectiveness is only short-term.  Think about it – a high-potential, highly-engaged staff member who works long, demanding hours but doesn’t know how to cope or take care of his health is someone whose productivity will only last until he burns out.  So if you want to your employee development efforts to be successful, you need to help and support your people in managing their daily stress loads. Continue reading

Acknowledgement and praise are powerful tools to develop your employees

We’ve been talking all year on the blog about specific ideas to develop your employees, and today’s tip now brings us up to Strategy #23.  It is to deliberately and consciously seek out opportunities to praise and acknowledge your staff for good work.

Be deliberate about praising and acknowledging your staff for their good work

In order to grow and develop, people need to know how they’re doing.  In fact, back in Strategy #10, I talked about both why and how to give constructive feedback.  The goal was that employees should have enough information to change their behaviours and actions for the better.  But don’t just tell your staff what to improve.  Positive feedback, praise, acknowledgement for a job well done is just as powerful a tool to develop your employees.

Two powerful reasons to do this!

When we praise and acknowledge, it tells employees what they are doing well, and therefore, encourages them to continue.  That alone, is a really good reason to do it!  But even more than that, recognition for doing good work builds morale.  When staff feel good about themselves, they are more invested in themselves and in the department or organization, which means that productivity and performance will go up too.  So make it a point to deliberately and thoughtfully recognize your staff whenever you can.  Even though more is possible, a simple thank you that is tied to a specific action or behavior will suffice.  Praise and recognition can be given privately or publicly, think about what will be more appreciated by the person you are acknowledging.  It doesn’t matter how or where, just do it.  Try it, I think you’ll find that praise and acknowledgement can be a simple, yet powerfully effective tool to develop your employees.

So …. I’d love to hear from you.  Are you being deliberate about acknowledging and praising good work done by your employees?  If not, why not?  I’d love to hear more.

I referred to Strategy #10 above.  But if you’re looking for more, you can access the complete series in our Video Archives.

Another powerful strategy for developing your employees

Today’s blog post is another instalment in our continuing video series on specific ideas for growing and developing your employees.  Today’s strategy for developing your employees is to include them in the hiring process for new staff members.

Let your high-potential employees help you hire other staff

The benefits of this strategy are two-fold.  First, the more obvious one is that it develops their skills.  If you envision that your high-potential employees are going to be the future leaders in your organization, then the skills of recruiting, screening, interviewing and selecting the right employees are ones that they need to acquire and hone.  What better way to accomplish this than to include them in the process so that they can observe and learn from you and other experts in your company.  Not only will they develop these very important skills, but being actively involved in the process gives them a first-hand insight into what it takes to get the right people in the right jobs for the success of the organization.

The second benefit is that Continue reading

Develop your staff in financial literacy and you will build your future leaders

Today’s blog post is Strategy #21 in our ongoing series on specific ideas to develop your staff as the current and future leaders in your organization.  And it is: regularly discuss and explain your financial results.

Discuss and explain your financial results regularly

If you are going to develop your staff as the future of your organization, then they need to understand the numbers.  Where are your revenues coming from?  What are you spending on?  How much do you pay in taxes? And what is left over for profit?  Even if you are a not-for-profit entity, your people still need to know what your funding sources are, where the funds are being spent, and whether and how you are in a surplus or deficit position.  If you are going to grow and develop your staff, then they need to be financially literate; they need to know about the dollars and cents.  And one of the best ways to build this financial literacy in your people is to regularly discuss and explain your financial results.

Do three things to develop your staff in financial literacy

At minimum, to develop your staff in financial literacy, you should be doing three things.  First, share your organization’s and department’s financial results monthly.  Now don’t just mass-distribute the financial statements; most people find them overwhelming and they’ll likely get ignored.  Instead give your staff simplified versions that report just on your company’s critical numbers.  Continue reading

Encourage informal employee training by holding “Learn at Lunch” sessions

It’s been a few weeks since I’ve posted a video in our ongoing series on ideas and tips to develop and grow your employees.  Today’s strategy focuses on employee training – specifically to hold “Learn at Lunch” sessions for your staff.

Hold “Learn at Lunch” sessions

In my leadership practice, one of the most common concerns I hear raised when it comes to employee training is the lack of time available to take employees away from day-to-day responsibilities.  In these situations, I often suggest a “Learn at Lunch” program.  These can be a great way to develop and motivate staff, while creating a collaborative, communicative and learning workplace.

So what is a Learn at Lunch session?  It’s usually a 30-45 minute informal presentation organized by your company for your staff over the lunch hour, led either by internal employees or external resources, as needed.  While they can pretty much be held anywhere, they’re often, held in the cafeteria, auditorium, or a conference room.  As an incentive to attend, most organizations provide lunch, but if that’s not feasible for you, you can invite your employees to bring their own lunch during the session.

What kind of informal employee training is appropriate?

Continue reading

Increase employee engagement by celebrating and sharing small wins

Today’s instalment is #19 in our ongoing series on practical ideas to develop and grow your employees.   And in this one, I look specifically at one powerful way to increase employee engagement.  It is to make it a point to celebrate and share small wins with the team and others.

Celebrate and share small wins

The reality is that while big successes are often recognized and discussed, the small victories tend to fly under the radar.  Which is a huge missed opportunity for you, the leader, to create employee engagement.  So make it a point to surface these smaller accomplishments, and not only will you increase employee engagement, but development and motivation as well.

In a previous strategy in this series (#18), I talked about using your staff meetings to review and analyze one thing that didn’t go as well as expected as a way to systematize learning from failure.  This approach for sharing small wins is similar, but it focuses on successes instead.

Systematize celebrating small wins in your staff meetings

For every staff meeting you hold, establish a permanent agenda item called “Wins” or “Successes”.  Continue reading

Systematize how you handle failure; you will create a powerful tool for employee learning

In today’s blog post, I’m back with another idea in our ongoing series of specific things that leaders can do to encourage and support employee learning.  Today’s tip: systematize learning from failure.

Normalize failure and systematize how you learn from it

At some point or another, we all fail.  Sometimes it’s a new process that doesn’t work out quite the way we’d hoped or intended.  Other times it’s an idea we tried to sell to others but they weren’t buying.  And on occasion, it’s a calculated risk we took that crashed and burned.  Whatever it is, whenever it occurs, it happens to all of us, even the best of us.

So if we know that at some point or another, failure is inevitable, then it’s time to embrace it and learn from it.  What I’m really saying is that failure is a great teacher – it shows us what our strengths and weaknesses are while motivating us to correct them.  So it’s time to systematize learning from failure.  Make it normal and make it consistent!  Make it an acceptable and regular form of employee learning.

Consistency is key

You can do this in a variety of ways, Continue reading

Employee growth comes from allowing your people to struggle

For the past several months, I’ve been offering up specific ideas for employee growth, things that you, as a leader, can do to help your people develop and grow into leaders themselves.  So today I have strategy #17 in this series.  Today’s tip is to allow your people to struggle.  This may sound counter-intuitive, so let me explain.

Allow your people to struggle

Consider the process of how a butterfly emerges from a chrysalis.  You may not realize it, but this is a complex, highly-sequential, and intricately choreographed process.  First, the insect’s abdominal muscles contract to increase blood pressure in the head and thoracic area causing the pupal coat to split along a line of weakness.  Next, the flexible and still-folded adult butterfly crawls out.  The blood pressure then relocates to the wings, legs and other soft parts to expand the body into the final, familiar butterfly form.  For the next few hours, the adult butterfly remains at increased blood pressure levels until its coat gradually hardens into the new shape.

What may surprise you is that any attempt to “help” the butterfly leave its cocoon is doomed to certain failure.  Continue reading

Seeking employee development strategies? Implement a tuition reimbursement program

For the past several months, I’ve been sharing specific employee development strategies on the blog via short videos: each time, one explicit, pragmatic, and actionable idea you can use to help your employees develop and grow into accomplished professionals and the future leaders in your organization.  Today’s advice: implement a tuition reimbursement program.

Implement a tuition reimbursement program

A tuition reimbursement program is a great way to support learning that isn’t provided in-house, and to provide assistance to employees who want to further their education. Such programs are usually external learning curriculum provided by colleges, universities, professional associations and vendors in relation to industry certifications.

Now it’s true, an employee who takes classes may not finish the degree for several years.  Continue reading