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Tag Archives: employee success

Employee growth and development occurs when we give our people the tools and resources they need

It’s been a while since I last posted in our video series focusing on ideas for employee growth and development, so I’m back with Tip #15.  Today’s advice: give your employees the tools and resources they need to succeed.

Set your people up to succeed by giving them the tools and resources they need

As leaders, we give our employees tasks to complete and obligations to fulfill.  But occasionally, without meaning to, we inadvertently set them up to fail.  “How?” you ask?  We do it by giving them the responsibility for the job, BUT not giving them the authority or the resources they need to get the job done.

So we ask an employee to process invoices online but it takes three days for him to get the system access he requires to do it.  We’ve set him up to fail.

We bring a new employee on board but there is insufficient time to get her fully trained to do what she needs to do.  We’ve set her up to fail.

A staff member is responsible for conducting inventory in the warehouse, but rather than giving him a handheld scanner, we hand him a notebook and a pencil, and tell him to do a manual count.  We’ve just set him up to fail. Continue reading

Create employee engagement by monitoring performance metrics

Today’s blog post takes us to Strategy #14 in my ongoing series of video tips outlining specific ideas to develop and grow your employees.  Employee growth is a natural outcome of employee engagement, and a sure-fire way to create employee engagement is to establish and monitor performance metrics.

Establish and monitor performance targets

We’ve all heard the saying, “What gets measured gets done.” It simply means that regular measurement and reporting keeps people attentive and focused.  And when people know how they’re doing, they are deliberate and thoughtful about making decisions to improve their results.

So establish metrics.  What are those vital few indicators that tell you things in your department are working as intended?  Make sure that this is information that can be collected easily. Because if it’s too difficult, it won’t happen. Continue reading

Formal mentoring is one of the most powerful ways to develop employees

I’m back again with another instalment in our continuing video series on specific ways to develop employees.  Today’s idea is to set up a formal mentoring program in your organization.

Establish a formal mentoring program

Pairing your employees with a seasoned senior employees who can offer advice and perspectives on the career skills and knowledge they need to grow in your organization is a very powerful, and one of the most inexpensive ways to develop employees.  But in order to for mentoring to work, you need to structure it thoughtfully and deliberately.  In particular, consider three things.

Three key considerations

Continue reading

Develop and grow your people by investing in training

My blog post today also happens to be Strategy #12 in our ongoing video series on specific practical ideas to develop and grow your people.  And today’s tip goes back to one of the basics – employee training.  The specific strategy: jointly create a professional development plan, tailored to the individual employee.

Jointly create a tailored plan for professional development

There are two important words here – jointly and tailored.

Do it together

Jointly, because it should be an effort by both you and your employee.  Encourage your employees to take an active role in identifying what job competencies they feel they’re lacking.  Competencies are the skills, abilities, and knowledge needed to be successful in a particular or future role, and they can encompass technical knowledge and interpersonal skills. Continue reading

Regular one-on-one conversations support employee growth

In our last video tip in our ongoing series on developing and growing employees, I said that it was critical to offer constructive feedback to your people.  Key to continued employee growth though is that this constructive feedback be frequent and consistent.  So today’s strategy for employee growth builds on the last tip.  It is to schedule regular one-on-one conversations with each of your staff members.

Schedule regular one-on-one conversations with your staff

When thinking about regular one-on-one conversations with each of your direct reports, there are two things you need to consider – frequency and content.  So let me address each one separately.

How often?

Continue reading

Five tips for specific constructive feedback to develop your employees

Since the beginning of this year, all my video blogs have been focused on specific and practical tips to develop your employees.  Today we’re up to Strategy #10: offer constructive feedback.

Offer constructive feedback

A sure-fire way to grow and develop your employees is to make it a point to offer them constructive feedback, information that they can use to change their behaviours and actions to give them better outcomes and results.  The key word here of course is “constructive”.

In order for feedback to be constructive, there are some definite dos and don’ts.  Here are five specific things to take into account: Continue reading

Strategy #9 in our series on employee development ideas: make it safe to make mistakes

In strategy #8 in our continuing series on employee development ideas, I said that a great way to help employees grow was to find opportunities to showcase their strengths.  While that may seem paradoxical, the logic is that when staff are given chance to shine, it boosts their self-confidence which then carries over into other more difficult situations.  So following from that is Strategy #9 in employee development ideas: make it safe to make mistakes.

Make it safe to make mistakes

The old adage – you polish your skills by doing it right, but you learn from making mistakes – fully applies.  Development and growth only happens when people are willing to push the envelope, to go beyond the tried-and-true, to step outside their comfort zones and do something different.  But that comes with risks – that things may go wrong, or not work out as hoped or intended.  The risk is that when people go beyond what is currently being done, they may make a mistake, or even, in the harsh light of hindsight, fail.  But if it becomes dangerous to make mistakes, employees simply will stop taking risks of any sort. And then, they will ultimately stop learning and growing. Continue reading

Strategy #8 in our video series on developing your employees

In my last instalment on ideas for developing your employees, I suggested you ask further questions in response to questions asked by your employees.  Today’s tip in this series: find opportunities to showcase your people’s strengths.

Find opportunities to showcase your people’s strengths

An important component of developing your employees is to build up their self-esteem and their confidence, and when we, as leaders, can find ways to highlight and showcase their strengths, we set our people up to succeed!  Every employee has certain things they are good at.  Perhaps one of your staff members is very strong analytically, and a second is good at doing presentations.  Maybe one of your people is very detail-oriented, and another has a knack for seeing the big picture implications of a situation.  Yet another has demonstrated expertise in complicated negotiations.

Whatever an employee’s strengths, when you give assignments that emphasize those attributes, you also give the employee an opportunity to shine.  And when employees get the satisfaction that comes with not only doing the job well, but knowing that others also observe them at their best, their self-confidence climbs.  Continue reading

Boost employee development by asking further questions in response to an employee’s query

In last week’s video instalment in our ongoing series on specific ideas for employee development and growth, I told you that getting your staff to train others is a very powerful way to improve their skill level.  Here is another.  Answer questions with another question.

Answer questions with another question

As leaders, employees often come to us with questions, and our natural instinct is to answer.  After all, we’re the leaders, right?  But in fact, we can significantly boost employee development simply by choosing to instead ASK questions of our employees instead of just answering them.  Let me explain.

When an employee comes to you with an issue or challenge, just giving them an answer may seem like the most expedient approach, particularly if you happen to know the answer.  But you will be losing out on a perfect opportunity for employee development.  Instead, if you make it a point to ask open-ended questions, you will actually help the employee think through the situation and arrive at an acceptable solution, all the while, helping them grow in skill and confidence.

So what are open-ended questions?  Continue reading

One of the best ways to develop your staff? Let them train others!

Last week, in our series on specific actions you can take to grow and develop your staff, I said that you should thoughtfully communicate your long-term goals and plans to them.  Today’s idea: Let them teach others.

Let them teach others

This one is so brilliant that I am always astonished when people seem surprised to hear this!  For thousands of years, people have known that the best way to understand a concept is to explain it to someone else. In fact, the Roman philosopher Seneca is credited with saying “While we teach, we learn,” in the 1st century AD.  And this notion is absolutely applicable in the workplace, to great advantage.

If you want to grow and develop your staff, get them to train others.  Sure, the obvious benefit is that it will help them develop greater depth in whatever their area of expertise is, but the advantages go far beyond that.  Continue reading