When businesses think about employee development, they typically look for education seminars, training programs, and coaching, or the most current book that could provide ideas about what employees can use to improve their abilities or increase their expertise. But all of these initiatives will not be effective if an organization does not have one of the most important factors for success which is the motivation of each individual. A person must be motivated to grow in order for any employee development and training program is able to be successful.
Some claim that they’re “too busy.” Some claim they are “already developed.” Some blame their boss. Others like to sink their heads in the sand, worried about what they could discover about themselves.
What could you do to help your employees to achieve their best performance?
Here are some suggestions to inspire the unmotivated and improve your company’s overall performance.
1. Find high-motivated and powerful performers.
Every organization has employees who are extremely motivated. They are more noticeable. They generally enjoy the challenges they face and relish opportunities to grow for themselves. Involve them in activities to assist them in becoming more efficient—the higher performance of those who are high-motivated will raise the standard for the entire company. People who are less enthusiastic are required to accelerate the speed.
2. Keep your eyes on the next step.
Instead of focusing on the areas of performance that don’t work for a person, think about the possibilities for the future. It’s much easier to be excited by new possibilities rather than focusing on flaws. Consider the positive outcomes that can be achieved if a change or improvement occurs. For instance, you could declare, “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?” Make sure that employees focus on the target and not on their own egos.
3. Open dialogue about desire.
Discussions on development should be constructive and continuous, not just annual reviews of performance. Let the person in charge. Instead of saying, “Here are areas you need to develop,” inquire, “What would help you build on your strengths or increase your effectiveness?” If a specific approach has been identified, request for the commitment to follow through. Develop a system where continuous growth is encouraged and celebrated at every level.
4. Start at the highest point.
Executives must model the commitment to development and growth they wish to see across the company. In the end, many issues that are portrayed as issues with employee development are actually a reflection of the leadership weaknesses of the company or organization.
Think about using tests of any kind to aid employees in gaining an objective view of the way they are conducted. Assessments can be useful or detrimental depending on the way they are utilized.
The final analysis it’s about achieving what both employees and the business would like. Know what’s important to you and your employees.
Training and development for employees programs should not be ticked off on the agenda. The most effective companies incorporate employee development as a fundamental element of their strategy and culture to achieve success. They are constantly looking for innovative and new ways to engage their employees in opportunities for development to get the optimal outcomes.