These days, it’s very easy to get bogged down in the day-to-day work of reacting to new challenges and just trying to stay afloat. But one of the ways companies can keep themselves in operation and spend less time reacting to changes is by preparing employees in advance.
A culture of development gives workers room to upskill, future-proofing their jobs and preparing for new eventualities. It also keeps employees engaged, which is vital in a world where 7 out of 10 U.S. workers don’t feel connected to their job.
How do you create a culture where development opportunities are not only available but taken? Use these three tips to get started.
Conferences, classes, and workshops work wonders for development. However, by focusing only on those resources, you miss out on very real development opportunities. These are the opportunities that come through making new connections.
Mentorship has a huge impact on an individual’s career, and it offers insights you won’t find in a webinar. Yet, mentorship programs are often optional.
If you want to create a meaningful development culture, you may be better placing mentorship above other learning opportunities and allowing employees to ‘opt out’ of mentorship rather than encouraging them to ‘opt-in.’
Even better, nine in 10 workers who participate in career mentorship programs are happier with their jobs. Happy workers want to stay, learn, and grow.
Before expecting employees to find ways to upskill, you need to provide them with ideas, resources, and a plan of action.
Employee development plans provide the groundwork needed to pursue educational opportunities. They consider personal, professional, and organizational goals and identify the resources needed to get there. Even better, they provide an action plan that everyone agrees on, giving workers a chance to get started as soon as they’re ready.
Before you go to workers and ask them to do more, ask yourself this: what is your budget for professional development?
According to one report, there’s a real disconnect between what employers think they offer and what employees get.
So go back to the drawing board and ask: are you granting enough money for development?
A culture of development benefits workers, teams, and the whole organization. However, it requires more than handing out passes to conferences. You need to start with a solid foundation to show employees what’s possible and how to get there. And then, you need to provide the resources they need to make it happen.
Would you like to learn more about building a development culture and what it means to staff it? Get in touch to learn how RightStone pairs consultants and clients to build relationships and broaden teams.