Dentists have an odd but true saying when motivating their young patients to adopt good oral hygiene habits: you only need to brush the teeth you want to keep. Simple, yet a good reminder of where our attention needs to be to maintain a healthy, beautiful smile. So why are we discussing oral hygiene in a post about employee development?
We shared the saying because the sentiment perfectly applies to managing and developing employees. You only need to invest in the employees you want to keep. Organizations focused on creating a positive culture with high employee engagement and retention rates make employee training and development a priority.
Keep reading to gain a better understanding of employee development, why investing in your employees matters, and what an effective plan should include.
What Does Employee Development Look Like?
What employee development is and isn’t
Employee development can take on many different forms and range from the very formal and required (for example the medical, education, and insurance fields) to the extremely casual and self-directed. Yet regardless of how it’s structured, at its core employee development is ongoing learning and training supported or created by an employer to enable employees to improve their skills and knowledge for both their current roles as well as future opportunities within your organization.
This is different from professional development programs because of who is driving the initiative for ongoing learning. Professional or career development is focused on an individual’s larger career goals with the understanding that new skills and knowledge gained could take them outside the organization. As such, professional development is usually initiated by the individual.
Employee development, on the other hand, may be driven by either employee or employer. It also has a specific purpose of improving skills and knowledge directly and immediately applicable to the role they have now or aspire to advance to in the future within the organization they are currently employed.
Employee development structures
What employee development looks like at your company may in part already be determined for you by the industry you are in. As an example, the insurance industry is highly regulated and therefore requires licenses based on your specific role (agent, adjuster, broker), the state you are working, the types of insurance policies sold, and in some cases based on the specific insurance provider. Since these licenses need to be regularly renewed, specific ongoing education and training are critical.
On the other side of the spectrum, employee development may be very casual and up to the discretion of the employee or employer based on areas of interest or professional goals. In this case, it may take the form of reading a book, attending a seminar, or taking an online course to improve and remain competitive in your field.
Yet regardless of what your industry may require, employees are looking to their employers for guidance and support to advance in their careers. This may mean creating a variety of employee development opportunities tailored to each employee or role. So get creative in what this looks like for your team.
Here are some ideas:
Build a library of industry and role-specific books and videos
Register employees for online or in-person seminars or classes
Suggest self-paced learning courses based on platforms or products your business regularly uses
Create a mentorship program for senior-level employees to develop and guide junior-level or new employees
Develop job shadowing or specific project opportunities so employees can see first-hand career options in different departments
Start a lunch & learn series to help your entire team improve on required skill sets or to learn about a new initiative or program
Create unique development plans tailored to each employee based on their career path within your organization
Why Investing in Your Employees Matters
Remember at the beginning of this post when we compared employee development to brushing your teeth? Companies invest in what they want to keep, meaning they nurture and develop what matters most to them.
If you want to retain your employees and have a motivated, engaged team you need to ensure they are continually learning, adapting, and growing in their respective roles. On the flip side of this, poor performance can result from a lack of knowledge, a lack of training, a lack of interest, and/or a lack of engagement. Employee development addresses all of these by:
Supporting driven individuals with a passion to succeed by defining a clear path of career progression. Employees want to know their careers are going someplace and how they are going to get there. They can either advance with your company or simply use you as a stepping stone.
Acting an effective management tool to help great employees excel in their field or find new passions while serving as a method of correction and redirection for underperforming employees.
Encouraging organizational growth by training and preparing your team for what lies ahead. Standing still in business today means being steps behind tomorrow.
Adding job value for the employee. Advanced knowledge and skills can lead to promotions and higher income. When employees are invested in, they feel valued and respected.
Providing organizational value for the employer. Investing in your employees shows you value them, valued employees are more engaged in their professional roles, and engaged employees provide higher levels of productivity and profitability.
Making an organization more attractive and competitive. Businesses with high levels of engagement also have positive company cultures. This increases employee retention, meaning you have talented individuals working for you, which in turn attracts elite candidates giving you a competitive edge.
Allowing companies to plan for succession. What would happen to your company if your owner left, sold the business, or retired? Developing your employees from day one allows for a successful transition between leadership and for a legacy to continue.
What an Effective Employee Development Plan Should Include
Whether your employee development opportunities are formal or informal, you do need to create structure around whatever you provide and create for your employees. Just like there is proven value with a structured hiring process and structured interview methods, your organization will gain the most value from designing a clear framework around your employee development plans.
Start by seeing employee development as a subset of your performance management plans. Think about the larger strategic goals you have for your business. The performance of each member of your team and the tasks each role is responsible for support those goals. Employee development allows you to train your employees for what is next or to improve upon what may be lacking. Where is your organization headed and what do your employees need to know to get there?
Next, review the responsibilities for each role and employee. What is each employee expected to accomplish and what are they held accountable for? Just like you would define these when creating a job posting, this step is also valuable in determining where there may be gaps in critical knowledge or opportunities to strengthen the role. Further, it allows you to personalize employee development plans for each individual and their career path.
This is where a tool like uMapTM from Become UnmistakableTM is helpful. As an active user and partner in implementing the program for other organizations, we can fully attest to its usefulness. The platform allows us to focus on employee engagement, personalize our training and employee development, conduct effective performance reviews, and position our team members for success. Regardless of the tool you use, make sure you have a method to document and track the career growth of your employees.
One more note. During your onboarding process, make sure your new employees fully understand what is expected of them in all aspects of their roles. Charting their career path and highlighting where opportunities for employee development exist, will help cement their decision to join your organization.
Finally, determine what metrics or key performance indicators (KPIs) will be used to quantify the output of each role. The goal is to measure and track outcomes to establish a baseline and growth pattern for performance. This information will help you both identify areas to improve or where to gain new skills and knowledge.
Your employees may be the biggest investment made in your organization. Make sure you manage that investment well by creating an effective employee development program in a way that fits the needs of your business and employees. It matters for the longevity and success of your organization and your growing team.