机会 for 增长 – Surgeon General Essential #5

Organizations must invest in 他们的 employees’ 开发ment. 然而, there is a ton of flexibility in terms of what this looks like or how this is done. Most organizations have some type of professional 开发ment, but 许多 可以 找到 改进 to 被制成 如果你潜水 再深入一点. 想想以下几点:  

注意事项:

• Do think about how professional 开发ment is defined沟通和讨论. Do employees even know what is out there and offered? Is it buried somewhere in a handbook or is it alive and thriving? Make it a standard, an engrained part of the culture. Everyone should be involved and interested in growing themselves personally and professionally – it should be who you are as an organization.
• Do 想想 当前的 存在的机会. 有足够的多样性吗?? 有 公平的 访问? 这个品种包括导师吗荷兰国际集团(ing),指导, workshops, webinars, or 访问 to educational resources? More importantly, do these options make sense for your people? If not, talk to people about what they are looking for, start a conversation. 
• 不 forget to ask employees what they can offer others. It 不 always have to be a degree or a certification that is costly for the employer. Start a peer learning program – give people an opportunity to grow, by allowing them to teach others. Customize the content, format and details to your specific industry OR make it a 供人们绘画的空白画布.

Oh, 职业发展. 这是 某物 这是 如此容易被忽视 or if it does exist, can become very mundane and 过度 可预测的. We want people to be inspired and excited by 达到他们的 下一步，我们希望他们有 清晰, 但是我们也想 暴露的门 有可能没有 还没开过. 

注意事项:

• 不 think of 职业发展 as a ladder 人们应该攀岩. Think about it employees have 访问 to cross training and diverse experiences to expand 他们的 knowledge and opportunities.
• 不 回避 having difficult conversations or asking employees to do self-reflection. So 许多 people move through the motions, they make decisions based on 他们的 当前的 definition of success or what can bring home the most money. 说到钱， 没有任何判断. 外面很贵. We all have responsibilities, but if we only 想想 paycheck – we will miss opportunities. Encourage people to think about what brings them joy in 他们的 角色，然后深入其中. 或者，如果有的话 no 乔伊——那就也进行这样的对话吧.
• 不 clearly communicate the available opportunities for advancement. 是透明的. If 经理 或领导人 不能 speak to this, your people certainly will not be able to. This is a huge 元素 to employee retention. There is growth in becoming comfortable with 未知的, but organizations 需要 投入精力 最小化 未知的. Communicating and being open about what is available will increase trust.

It is important for employees to get a pulse on what 经理, 领导人, and even 他们的 peers are thinking about when it comes to 他们的 contributions and performance. 它对成长和发展至关重要 开发 积极、健康的心态.

注意事项:

• Do 看看你已经有了什么 关于 employee recognition and opportunities for 喊 出局. 反馈并不总是必须的 正式的, 当然 不 需要增加你的预算. Implement 某物 as easy as weekly team 喊s. It provides other opportunities for people to reward each other with feedback.
• 不 assume an annual employee review is enough. 事实上，它 不应该 甚至 作为员工反馈， 因为 很容易 try to streamline everything through one yearly conversation. 这是 没有影响力，也没有帮助. Set up regular touchpoints with your employees and 建立 questions or topics that are most beneficial to discuss. 
• 不 忘记敞开心扉 接收 feedback at the individual, team, and organizational levels. It sends the wrong message when feedback is given, but there is not an opportunity to share, 声音的意见, 要求澄清等. If this is not 当前的ly part of your feedback system, think about what options 存在 把这 非常重要的 元素.