Tips for Developing Employees

Re: Tips for Developing Employees

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Re: Tips for Developing Employees

So without giving actual stock certificates to your employees, how do you get them to think and act like owners?

The first place to look is in the mirror. Look at the way you are treating your employees. They way you treat them is the way they will treat your customers. You model the behavior you want them to demonstrate. Treat your employees well and they will do the same to your customers. Yell and scream at your employees and you can almost guarantee that your employees will do the same to your customers.

Empower your employees. Give them the knowledge, skills and tools they need to not only do their job, but also to go above and beyond, especially when it comes to dealing with your customers. When people are empowered they don’t look up the hierarchy for answers, they take responsibility to solve problems where they occur. They have the freedom to act and are also accountable for the results. When a mistake is made, they do whatever it takes to recover.

Eliminate the “policies” and “procedures” that get in the way of them thinking and acting like an owner. Oftentimes when a customer is upset and they ask to speak with the owner, the customer winds up getting exactly what they wanted in the first place. Why put your customer (and your employee) through that exercise in the first place? Tell your employees, “I want you to handle it like you own the business. You’re a smart person. You’ll do the right thing." Just watch what happens with performance when you express sincere confidence in this way to your employees. They will soon become owners. Watch how efficient and effective things become when we push decisions down to their lowest possible level and cut the tape required to get everything but the major decisions done.

Talk about what’s going on in your organization with your employees: the good, the bad and the ugly. There’s nothing worse than an employee to hear it secondhand or worse yet, from a customer. Your employees are the front-line and have the most interaction with your customers. It’s important for them to have the information they need to respond appropriately to your customers. Prepare them for everything. Make them look good and they’ll make the company look good.

Ask your employees for their feedback: what’s working, what’s not, what customers like, what customers are complaining about. Pick your employees’ brains. They have the inside scoop on what your customers are saying. Imagine if you tapped your employees for their insider knowledge. You could transform your business and give customers what they really want. And in the process, you are engaging your employees in the process and making them feel valued that they are an important part of the team.

Re: Tips for Developing Employees

According to a recent poll of HR professionals, only ten percent of managers are fully prepared for the next level. Given this information, is it really a surprise that approximately fifty percent of promotions fail (source: Corporate Leadership Council) when the selection decision is based on current performance level?

One of the most important qualities of a good leader is the ability and desire to develop their employees. Taking an active role in the development of your team demonstrates confidence and concern for the future of the organization. Although talent development should be part of a company-wide initiative, most of the responsibility falls on the shoulders of the supervisors. Unfortunately, development coaching doesn't come naturally to many leaders. By following these tips, you can prepare your employees for success at the next level.

1. Encourage professional development. High-potential employees are not satisfied with the status quo. You WANT these employees your team. They are typically ambitious, high performing, and dynamic. They will be the future leaders of your organization if they are given proper guidance in their development. If not, be prepared to lose them to the competition.

2. Create a plan. Planning is crucial to advancing your career. Help your employees establish goals that are aligned with their strengths, interest and experience and then create a plan to get there. A development plan serves as the roadmap that will take you to your goal. It can be simple or complex but it must include action steps, resources, and deadlines. Not sure where to focus your attention? Try the step-by-step promotion planning eClass. You will focus only on building necessary skills and overcoming obstacles to get you to your targeted position.

3. Pair your employee's with a mentor. Once their goals have been established, find someone who is in a similar role to the target position to serve as a mentor. Mentoring enables an organization to use it's existing talent to impart their knowledge and expertise to one another. Everyone - the organization, the mentor, and the mentee - benefits from the mentoring process.

4. Identify opportunities to expand their professional network. Having a solid network is imperative to the success of future leaders. A network is a great source of information, advice, support and inspiration. Recommend opportunities within the organization, as well as, networking or professional groups that will help them build strong connections.

5. Challenge your employees to move out of their comfort zone. You can't move forward if you don't grow and you can't grow if you never leave your comfort zone. When possible, give your employees challenging assignments. Help them prepare by providing them a safe environment to learn from the mistakes that they are bound to make.

6. Hire a coach. For high-potential employees and employees who need to be redirected to another career path, it can be best to bring in an outside coach. An external coach provides a confidential environment where employees are free to discuss the challenges and opportunities they face in their careers through the use of assessments, powerful questions, and individual development plans.

Re: Tips for Developing Employees

Hi

1. Encourage professional development. High-potential employees are not satisfied with the status quo. You WANT these employees your team. They are typically ambitious, high performing, and dynamic. They will be the future leaders of your organization if they are given proper guidance in their development. If not, be prepared to lose them to the competition.

2. Create a plan. Planning is crucial to advancing your career. Help your employees establish goals that are aligned with their strengths, interest and experience and then create a plan to get there. A development plan serves as the roadmap that will take you to your goal. It can be simple or complex but it must include action steps, resources, and deadlines. Not sure where to focus your attention? Try the step-by-step promotion planning eClass. You will focus only on building necessary skills and overcoming obstacles to get you to your targeted position.

3. Pair your employee's with a mentor. Once their goals have been established, find someone who is in a similar role to the target position to serve as a mentor. Mentoring enables an organization to use it's existing talent to impart their knowledge and expertise to one another. Everyone - the organization, the mentor, and the mentee - benefits from the mentoring process.

4. Identify opportunities to expand their professional network. Having a solid network is imperative to the success of future leaders. A network is a great source of information, advice, support and inspiration. Recommend opportunities within the organization, as well as, networking or professional groups that will help them build strong connections.

Thanks

Give people opportunities to lead

Give people opportunities to lead. As with anything, practice is required to develop and build upon new skills. Whether it's organizing a business lunch or running a meeting, give your employees opportunities to be leaders. This is also a good way to determine who is a good candidate for later leadership opportunities.

Lead by example. Be the kind of leader you would like your own employees to be. Develop an open-door policy for your office where they can come to you with any questions or problems they may have. Showing that you are willing to listen to your employees helps them see by example how good leaders operate.

Be personable. The best leaders are those who are approachable. Make it a point to visit an employee instead of send an email, or walk through the office once or twice a day to say hi or chat with members of your team. Make it appoint to know them and meet with them regularly.

Be fair. A good leader is fair and unbiased. Don't show favoritism in the office, or you won't earn the respect of your employees. At the same time, don't take credit for work your employees have done, and be liberal with praise, especially for a difficult job or one that was well done.

Delegate work. A good leader does not try to do everything and knows he or she shouldn't, either. Delegate work and give others more responsibility. At the same time, encourage others in your group to delegate as well.

Re: Give people opportunities to lead

delegating is probably the best advice I can give. Without delegating, the new employee is more likely to lack initiative. Soon you will have a bored and lazy new employee that you'll eventually have to fire and start the process all over again

Re: Give people opportunities to lead

Every one who is in any feild has give a oppurnity for it to simple and all the types of people.Giving oppurtunities is a very good and nice things.By this he/she can lead great in that feild.It is our job to give people a oppurtunities to lead.

Re: Tips for Developing Employees

thanks for posting the strategy in employees , would be a great help to strengthen the business base.

Re: Tips for Developing Employees

Encourage professional growth. Status quo with the high-potential employees were not satisfied. The staff team would like. They are usually ambitious and high performance, and dynamic. It could be your organization's future leaders if they are given proper guidance in their development. If not, they are willing to lose the competition.
Develop a plan. Planning to advance your career is important. Help your employees that their interests strength goal, and set in line with experience, and create and develop a plan to get there. A road map that will take you to your goal as the development plan. It can be simple or complex, but the action steps, resources and time frame should include. I am not sure where to focus your attention'm not? EClass to promote a step-by-step plan to try. Necessary skill building and aim to remove barriers and get their position will focus on.
Added a master with his employees. Once your goals have been developed, and for anyone in a similar role to serve as a guide to the location of the target search. To guide the use of existing talent to one another their knowledge and experience enables us to provide. Everyone - the organization mentor and mentee - Take advantage of the advice process.
Identify opportunities to expand professional networks. The presence of a strong network is essential to the success of future leaders. Networked information and advice, support and a great source of inspiration. Opportunities within the organization to recommend, as well as, networking or business groups that help them to build strong relationships.

Re: Tips for Developing Employees

One of the basic skills of Manager is to master is the People Management. In the end, all management is people management. Leaders must motivate their employees. It is important to build a solid foundation for the workers, so they feel invested in office company. Help workers improve their skills with job training or career development.you can make a big difference in employee morale simply by taking time to acknowledge the contributions of each employee and achievements, large or small.

Re: Tips for Developing Employees

There are many Tips for Developing Employees like Encourage professional development,Create a Plan, because planning is most things in success business.And You are Help employees develop problem-solving skills and the ability to think by giving them work that will stretch them.your ability to retain them as employees both increase substantially.

Re: Tips for Developing Employees

The first place to look is the mirror. See how they are treating employees. Treat them like the way they treat their customers. To model the behavior you want them to try. Treat your employees well and are doing the same customers. Shouting and screaming at the workers and you can almost guarantee that the workers doing the same customers.

Re: Tips for Developing Employees

• Find out what parts of their jobs people find the most rewarding. Provide them with opportunities to perform these tasks.
• Acknowledge work that is done well. We all want to be recognized. Employees—and supervisors—need to know what they are doing is important and appreciated.
• Be enthusiastic. Demonstrate purpose, commitment and inspiration to your employees.
• Create an upbeat work environment. Use patience and understanding when working with members of your group.
• Create an environment of growth. Encourage employees to take on new responsibilities within their capabilities. Give employees opportunity to expand their capabilities through education and training.
• Lead by example. It’s not what you say or believe. It is about what you do.
• Be available. Encourage your employees to approach you with their work-related concerns and suggestions.
• Share your authority. Give employees latitude in solving problems and in performing their tasks.

Re: Tips for Developing Employees

One of the most important quality of the good leader is function and the craving which develop their employees. At the time of developing your team taking be active role shows confidence and worry constitution concerning future. Development of talent should one part of company-wide pioneer, is, but the majority of responsibilities falls with the shoulder of the supervisor. Regrettable, development coach doesn' t comes to many leaders naturally.