8 creative employee growth and development ideas (2022)

Employee development is an important part of creating a culture of continuous learning within your organization.

Unfortunately, many small and midsize businesses don’t have a big budget for the latest and greatest advances in employee development. Because of that, leaders often make the wrong assumption that any company-sponsored professional development is financially out of reach.

The good news is, even if your company lacks the deep pockets of a major corporation, you can still absolutely build up your employees’ knowledge and have them learn new skills.

In this article, you will learn:

  • Why career development training programs are important
  • What to do before you start employee training
  • Cost-effective employee development ideas
  • Why it’s important to invest in your people
  • Learning and development must-haves for today’s workforce

Why career development training programs are important

Ideally, learning and development should be a win-win. They can help your employees be more productive and streamline your processes, resulting in a better bottom line. Training also shows employees you value them enough to invest in their development, fostering a sense of validation that can translate into higher levels of satisfaction and retention.

Start with your new hires

Starting with new employees sets the standard on what you expect from your employees. That’s why new employee training is the first building block of developing a company culture of learners excited about their career growth. You’re able to train new hires on the history of the business and what it takes to be successful in their role. Typically, new employees should be in their training period 30 to 90 days. That’s a reasonable time to complete onboarding and for managers to learn what specific skills that employee needs to continue growing.

Before training

1. Evaluate each opportunity and choose wisely

To help you get past the sticker shock of direct and indirect costs associated with employee development, look at it as an investment in your business and your employees. Do your due diligence to get your money’s worth, maximize your return and ensure your employees (and your business) benefit from the experience.

(Video) 8 creative employee growth and development ideas

2. Plan specific skills training

Beware of training for training’s sake. Do not blindly throw training at your employees, just so you can check off a box on their annual review. It should have quantifiable value.

What is your vision for your organization? Your key initiatives for this year? What about individual employees’ career goals? When presented with a professional development opportunity, cast an analytical eye. Make sure the content and performance outcomes align with your organizational goals and your employees’ development plans.

3. Establish performance outcomes

How will what they learn help employees be more effective in their roles or help them accomplish their career goals? Guide them in establishing specific, clear outcomes for the training and encourage them to write them down. It doesn’t matter if they’re formally documented or jotted in a notebook. Studies show that the simple act of writing out goals and objectives increases the likelihood they will be achieved.

With that said, here are some employee development ideas that will help your team learn and grow without breaking the bank.

8 cost-effective employee development ideas

1. Take advantage of industry offerings

Tap into membership with organizations in your field or industry to access resources that can keep you and your employees knowledgeable on relevant topics. Professional organizations offer a wealth of educational programs and content, such as webinars, blog posts and white papers, for nearly every industry and discipline. And much of it’s free and easily accessible. At most, you may have to pay a nominal fee for an annual subscription or membership, but you’ll have access to relevant content anywhere and at any time.

2. Organize a book club or employee forum

Employees can select a book, article or topic and meet regularly – in person or via videoconference – for discussion.

This is a fun way for employees to share the latest ideas and trends in their industry or in their individual roles, or learn more about critical talents and skills – all while getting to know other members of their team better. (This way, it’s a great development and team-building activity combined.)

(Video) Creating an Employee Development Plan for Improved Employee Performance

It doesn’t have to be boring or dry (think Management 101). Pick topics that are interesting, exciting and relevant – something that employees can use today and tomorrow. For example, emotional intelligence is a hot topic across many industries and roles.

This type of development activity has many benefits:

  • It encourages employees from the same teams or even different teams to come together. This enables employees to potentially learn about other roles within the company and achieve a kind of organic cross-training.
  • Employees can learn from each other and find value in other perspectives and experiences.
  • It helps employees sharpen their skills in formulating and articulating opinions and teaching others.

Note: Especially in virtual environments, you’ll need a skilled facilitator to make this interaction a success. Some people may be more reserved in videoconferences or online than they ordinarily would be if they were in the same room as others. As a result, conversation may not flow as naturally without a leader to help guide the discussion.

3. Establish a mentoring program

Set up a mentoring program to pair employees who are knowledgeable in a subject or skill with others who need to improve. For example:

  • Tenured employees can share their wisdom with less-experienced employees who may be taking on more complex projects or training for a management role.
  • Newer employees can share their unique ideas or skills from previous job experiences with more seasoned colleagues (often called reverse mentoring).

Successful mentorships can go up or down the organizational ladder. After all, different generations have much to teach each other.

At the start of any mentor relationship, both parties should set clear expectations and understand all their responsibilities to the other party. Especially in virtual environments, it’s critical to schedule regular, face-to-face meetings to connect.

4. Leverage internal talent

Some of the best trainers are already available to you at no extra cost: your current workforce. You likely have untapped subject matter experts (SMEs) on staff with an interest in teaching skills and sharing knowledge with larger groups of their colleagues.

(Video) This is what makes employees happy at work | The Way We Work, a TED series

In addition to leveraging your employees’ core job responsibilities and skills, do a little sleuthing and find out more about your employees’ interests, hobbies and lesser-known areas of expertise. You might uncover employees with valuable skills they can teach to others.

Be forward-thinking and try to recruit employees who are qualified and have an interest in contributing to your company’s training and development efforts. This ensures ongoing and future growth within the company while giving employees the opportunity to build sought-after leadership skills.

5. Invite an expert from your network

Reach out to your network of business associates and clients to find experts who are willing to speak to your employees about a topic, either virtually or in person. It’s a win-win – it flatters your professional contacts, and your employees will learn something new. Your contact may also return the favor by asking you or someone from your company to present to their employees or peers, which could eventually lead to new business for both of you or, at least, positive word of mouth about your company.

6. Launch a lunch-and-learn

If you feed them, they will come, right?

Consider turning an internal SME’s or external expert’s presentation into a lunch-and-learn. Your employees enjoy lunch (they can bring their own, or you can cater it) while they listen, engage and learn. Many companies have had success in deploying over-lunch educational programming in both remote and in-person work environments. In fact, as companies bring employees back onsite in the post-pandemic era, lunch-and-learns are among the most popular development opportunities in wide use.

They’re popular with employees, too, because they’re usually narrow in focus, short in duration and make smart, efficient use of their time.

7. Embrace social media

Formal learning structures have given way to short, bite-sized learning opportunities available on demand, 24/7 – free of any logistical barriers to personal development. That’s why social media is such a popular delivery method for development content. Examples:

(Video) Creative thinking - how to get out of the box and generate ideas: Giovanni Corazza at TEDxRoma

  • On YouTube, employees can watch a quick five-minute video of experts in their field.
  • TED Talks cover nearly every topic under the sun.
  • LinkedIn Learning offers thousands of online courses on a variety of business, creative and technical topics.
  • Podcasts, formerly reserved for entertainment, are increasingly downloaded for educational purposes.

8. Don’t ignore traditional resources

There’s still value in traditional approaches to education and development. For example, trade magazines and journals – most no longer printed, but all available online – are always reliable sources of industry news and trends.

Furthermore, some employees may still want to access recorded, self-paced presentations.

It’s a matter of knowing your employees and their wants.

Development musts for today’s workplace

The days of all-day seminars led by droning instructors who subject participants to “death by PowerPoint” are gone. The world of employee learning and development has changed permanently for a few reasons:

  • A growing dominance of Millennials and Generation Z employees in the workforce, who bring a more collaborative, interactive mindset and want information quickly and in short bursts. In general, they reject recorded, lengthy presentations.
  • With the rise in virtual and hybrid workplaces, and the lingering reluctance of people to gather in person in large numbers, formal conferences and seminars are less popular than they were before the pandemic.

Companies simply can’t use traditional employee development ideas and approaches anymore and expect a desirable return on investment.

Today, the most successful employee development initiatives align with these characteristics:

  • Applicable to both on-site and remote work environments
  • Available in different delivery methods, and always easy to access
  • Employee-centric (considering employees’ needs, preferences, learning styles and desired scheduling)
  • Very focused in topic
  • Immediately relevant
  • Short and easily digestible (20-30 minutes is considered long by today’s standards)
  • More interactive in nature (live, instructor-led and encouraging of conversation and questions)
  • Seamlessly integrated into the workday (in-the-moment, on-the-job learning)

Summing it all up

Investing in your employees’ development helps to:

(Video) Secrets of success in 8 words, 3 minutes | Richard St. John

  • Expand your staff’s knowledge and skill set and, as a result, improve their performance
  • Support employees’ career pathing
  • Maintain your company’s competitive edge
  • Enhance employee engagement and boost retention by making them feel valued and supported
  • Convey that your workplace is dynamic, receptive to new ideas and committed to forward progress – another boon to retention

What “works” for employee development has undergone significant changes in recent years. Today, it’s all about being brief, focused, employee-centric, agile and relevant. All the employee development ideas presented here align with these trends. Better yet, they’re low-cost or free and easily within the reach of resourceful business leaders.

For more information about how to invest in your employees and reap the benefits of a robust employee development program, download our free e-book: How to develop a top-notch workforce that will accelerate your business.

FAQs

What should I put for areas of growth? ›

Use these in conjunction with periodic performance reviews to make sure your employees are working to their full potential.
  • 1) Time management. ...
  • 2) Organization. ...
  • 3) Interpersonal communication. ...
  • 4) Customer service. ...
  • 5) Cooperation. ...
  • 6) Conflict resolution. ...
  • 7) Listening. ...
  • 8) Written communication.

How do you help employees grow and develop? ›

19 Ways to Encourage Employee Development
  1. Propose Regular One-on-one Meetings. ...
  2. Involve Employees in Goal Setting. ...
  3. Foster Upward Mobility. ...
  4. Establish a Regular Training Schedule. ...
  5. Source Training Topics from Employees. ...
  6. Support Knowledge Sharing. ...
  7. Consider a Peer Mentoring Program. ...
  8. Implement Cross-departmental Training.
Apr 9, 2021

What are 5 areas of improvement? ›

What are areas of improvement? Areas of improvement are skills, qualities or abilities that an employee could develop or enhance. Areas of improvement could include time management, delegation, organization, communication and engagement. Many of these skills and abilities are those that employees use daily at work.

What 3 skills and capabilities would you like to further develop? ›

  • 1 COMMUNICATION SKILLS (LISTENING, SPEAKING AND WRITING) ...
  • 2 ANALYTICAL AND RESEARCH SKILLS. ...
  • 3 FLEXIBILITY/ADAPTABILITY. ...
  • 4 INTERPERSONAL ABILITIES. ...
  • 5 ABILITY TO MAKE DECISIONS AND SOLVE PROBLEMS. ...
  • 6 ABILITY TO PLAN, ORGANISE AND PRIORITISE WORK. ...
  • 7 ABILITY TO WEAR MULTIPLE HATS. ...
  • 8 LEADERSHIP/MANAGEMENT SKILLS.
Jun 22, 2013

What are 3 ways to improve work performance? ›

13 ways to improve performance at work
  • Limit distractions. This is a tip many people know but rarely follow: limit your potential distractions. ...
  • Set milestones. ...
  • Set clear and achievable goals. ...
  • Avoid multitasking. ...
  • Improve your time management. ...
  • Do important tasks first. ...
  • Delegate tasks whenever possible. ...
  • Clear your workspace.
May 26, 2022

How do you answer what do you want to improve on? ›

How To Answer “What Areas Need Improvement?” – Quick Instructions
  1. Choose one specific area that you're actively working on improving.
  2. If you're going to mention being weak in a certain area, make sure that you do not say anything that's vital or crucial to the job you're interviewing for.

What are top 3 ways to improve on performance at work? ›

Top 3 ways to improve work performance
  • Limit distractions. According to Udemy In Depth: 2018 Workplace Distraction Report: ...
  • Split your tasks into milestones. ...
  • Stop multitasking, prioritize your work.
Jan 17, 2022

What growth ideas do you have? ›

Strategies for personal growth
  • Keep learning. The ability and desire to learn are powerful skills that can have a positive impact on many areas of your life, including professionally. ...
  • Volunteer your time. ...
  • Experience new things and places. ...
  • Get creative. ...
  • Make your health a priority. ...
  • Evaluate your life. ...
  • Manage your time.

How do you write a professional growth goal? ›

How to set professional development goals
  1. Know what you're working towards. Start by taking some time to consider what you want out of your career, now or in the future. ...
  2. Set SMART goals. SMART goals are goals that are specific, measurable, achievable, relevant, and time-bound.
Aug 16, 2022

What are your opportunities to develop and improve? ›

20 effective areas of improvement
  • Be an active listener. Being a good listener is more important than being a good speaker. ...
  • Incorporate feedback. ...
  • Improve interpersonal skills. ...
  • Use critical thinking. ...
  • Adapt to situations. ...
  • Practise endurance. ...
  • Build leadership skills. ...
  • Delegate tasks.
Sep 13, 2021

What are 7 strategies for improving staff performance? ›

Top 7 Strategies for Helping Your Employees Reach Their Goals and Improve Employee Performance
  • Track Individual Progress. Get to know your employees inside out. ...
  • Set SMART Goals. ...
  • Empower Your Employees. ...
  • Reward High Performance. ...
  • Foster a Positive Working Environment. ...
  • Increase Job Satisfaction. ...
  • Encourage Regular Communication.
Aug 6, 2019

How do you improve employee skills? ›

  1. Encourage Experiences. Experience is one of the best ways to develop new skills. ...
  2. Form Support Groups. ...
  3. Leverage Digital Courses. ...
  4. Tap Into Online Resources. ...
  5. Make Employees Feel Supported. ...
  6. Showcase Understanding. ...
  7. Develop A Training Budget. ...
  8. Reward Employee Loyalty.
Oct 22, 2021

What skills do you need to improve? ›

Here are 20 common areas of improvement for employees with recommendations for improving each:
  • Time management. The better people can multitask, meet deadlines and manage their time, the more productive they will be at work. ...
  • Customer service. ...
  • Teamwork. ...
  • Interpersonal skills. ...
  • Communication. ...
  • Writing. ...
  • Organization. ...
  • Flexibility.

What can I do better at work? ›

17 ways to improve work performance
  1. Set milestones. ...
  2. Hack your workday with automation. ...
  3. Plan, organize, and prioritize. ...
  4. Stay focused and avoid distractions. ...
  5. Learn to manage interruptions. ...
  6. Avoid multitasking. ...
  7. Don't leave things half done. ...
  8. Read something new every day.
May 14, 2022

What are your five greatest strengths? ›

Some examples of strengths you might mention include:
  • Creativity.
  • Discipline.
  • Patience.
  • Respectfulness.
  • Determination.
  • Dedication.
  • Honesty.
  • Versatility.

How can I improve myself professionally? ›

Follow these steps to improve yourself professionally: Read often.
...
  1. Read often. Reading regularly is one of the easiest and most effective ways to learn. ...
  2. Adopt a new hobby. ...
  3. Sign up for a training session. ...
  4. Identify in-demand skills. ...
  5. Try a new schedule. ...
  6. Commit to an exercise routine. ...
  7. Set big goals. ...
  8. Change your mindset.

What should I write in a performance review example? ›

Here are a few examples:
  • I always go out of my way to help co-workers.
  • I make sure everyone on my team feels comfortable when exchanging ideas.
  • I look for ways to keep my team on track and make sure important milestones are met.
  • I brainstorm ways to motivate others and freely give praise when performance goals are met.

What should I write for areas of improvement on a performance review? ›

Areas of improvement
  • Could try to help and support team members more for the success of the project.
  • Other members of the team feel they could behave in more approachable manner.
  • Should work on developing and maintaining professional relationships.
  • Fails to encourage a team-centered work environment.
May 2, 2019

What is an example of performance improvement? ›

Doing more in an hour of work. For example, an employee who finds a way to get through their daily emails in 20 minutes as opposed to 3 hours.

What growth ideas do you have for yourself sample answers? ›

For example: "One of the goals I have set for myself is to improve my data management and analytical skills. I am excited that this job will provide me with the opportunity to further develop these skills and allow me to grow my contribution to the company by utilizing these skills."

What are the 5 smart goals for work? ›

The SMART in Smart Goals stands for stands for Specific, Measurable, Attainable, Relevant, and Time-Based. In order to be a SMART goal, the goal needs to meet all five of these criteria. For a more detailed run-down on what each of these means check out our Guide to Smart Goals.

What are the 5 smart goals? ›

The SMART in SMART goals stands for Specific, Measurable, Achievable, Relevant, and Time-Bound.

What is examples of personal development for work? ›

Examples of personal development goals for work

Be an active listener- This will make you an excellent communicator and also build a trusting relationship with your coworkers. Set goals and track your progress- With hard work and dedication, you can overcome any challenge that comes knocking at your door.

How can a manager help an employee growth? ›

Business leaders can nurture employee development by providing coaching and mentoring programs. Rather than bombarding staff with a constant stream of orders, they should work with employees to build a strong professional relationship.

How can employee improve productivity? ›

How to Improve Productivity in an Organization
  1. Encourage Learning Opportunities. ...
  2. Provide Employees with Technology. ...
  3. Emphasize Company Culture. ...
  4. Strengthen Communication Protocols. ...
  5. Identify and Align Goals with Performance.
Dec 29, 2020

What growth ideas do you suggest for your manager? ›

10 areas of improvement for managers
  • Communication skills. ...
  • Motivational strategies. ...
  • Setting and achieving goals. ...
  • Employee appreciation. ...
  • Individual support. ...
  • Personal growth. ...
  • Strategic delegation. ...
  • Growth mindset.
May 11, 2021

What suggestions do you have for the improvement? ›

  • 1 Set the right expectations. ...
  • 2 Have milestones and goals. ...
  • 3 Organize, plan and prioritize. ...
  • 4 Avoid distractions. ...
  • 5 Do one thing at a time. ...
  • 6 Don't leave things unfinished. ...
  • 7 Read something new everyday. ...
  • 8 Communicate effectively.
Oct 13, 2021

What suggestions do you have for the improvement of company? ›

11 Company Improvement Suggestions With Major Impact
  • Allow for Employee Autonomy. ...
  • Make Use of Employee Feedback. ...
  • Assist Your Team Members in Reaching Goals. ...
  • Encourage Relationships Among Coworkers. ...
  • Organize Team Building Exercises. ...
  • Hold Walking Meetings. ...
  • Be Flexible. ...
  • Personalize the Work Environment.
Dec 18, 2019

How do you suggest new ideas at work? ›

To gain buy-in on an innovative, new idea, follow these eight steps:
  1. Be a Salesman. Great ideas don't stand alone. ...
  2. Give it Time. ...
  3. Use Channels. ...
  4. Be Humble. ...
  5. Don't Mistake Disagreement for Personal Rejection. ...
  6. Expect (and Invite) Resistance. ...
  7. Respect the Past, But Don't Get Stuck There. ...
  8. Stay Positive.
Jun 19, 2020

8 creative employee growth and development ideas

That’s why new employee training is the first building block of developing a company culture of learners excited about their career growth.. Beware of training for training’s sake.. Tap into membership with organizations in your field or industry to access resources that can keep you and your employees knowledgeable on relevant topics.. Employees can select a book, article or topic and meet regularly – in person or via videoconference – for discussion.. It’s a win-win – it flatters your professional contacts, and your employees will learn something new.. Many companies have had success in deploying over-lunch educational programming in both remote and in-person work environments.. In fact, as companies bring employees back onsite in the post-pandemic era, lunch-and-learns are among the most popular development opportunities in wide use.. All the employee development ideas presented here align with these trends.. Better yet, they’re low-cost or free and easily within the reach of resourceful business leaders.

A list of professional development topics, ideas and activities to help employees improve their skills.

Professional development ideas refer to topics and activities for employees to improve their skills and advance their careers.. professional development topics professional development activities professional development ideas professional development workshops personal development ideas for work. As part of the professional development course on communications, workers will learn vital skills such as:. If you want to hold a management position one day, you will benefit from participating in professional development training on management.. Managers can improve their people management skills by addressing their emotional quotient, ensuring team collaboration, promoting effective communication and transparency, and learning empathy.. Implementing a professional development program will help you and your employees develop, learn, and become better people.. Professional development ideas refer to specific training topics and activities for employees to improve their skills and advance their careers.. Good professional development ideas for work include management skills, communication, and performance management.

Discover the 7 key areas of development and improvement for employees and ways to use them effectively. Comprehensive list of skills with examples.

In this article, we will cover 7 key employee development areas and the most effective ways to develop them.. Flexibility Communication skills Bonus: Conflict Resolution, Tactfulness, Work ethic Leadership Skills Organizational Skills Creativity Skills Bonus: Stress Management. Here’s how employers and employees can work together on developing these skills for the good of individuals and the organization as a whole:. At the end of the day, if employers and employees work jointly to develop these skills, everyone will learn to “get along better” for the greater good of the self and the organization.. Developmental planning This takes the strategies and places with their goals and a timeframe.. Ideas on how to develop leadership skills 1.. Formal training Employers can invest in leadership, people management, critical thinking and public speaking courses for their employees.. These all share ONE goal - making the best use of your time!. If managers take time to work closely with their team, setting out clear expectations of outcomes, employees can better prioritize and manage tasks.. Training Employers can also support their teams to develop these skills by sponsoring them for formal time management and work prioritization courses.

Nobody likes to waste time in staff development, and these tips can help your meetings run smoothly and be productive for long term management goals.

If you climb the career ladder and try to achieve the work success, you tend to be a happier person.. Thus, developing at work is important.. If employees love the process of working in the office, their work performance will improve.. Most workers want to feel valued at work, and they need to know that their boss values their work.. Actually, any person at work can be your mentor if his or her skills are better than yours.. After all, it’s better to work with people who are better than you.. Challenge work can motivate staff to work harder.. Challenging work boosts engagement, and it leads to a better work performance.. Although people work in different fields, everyone faces goal setting during the work process.. Trying to develop professional skills, it’s hard to imagine spending extra time outside of work in order to gain knowledge if you don’t like your work.. If you work hard without good rest, it affects mental conditioning and increases the chances of facing stress at work.. If you keep on developing at work, you become a happier person as you feel valued and know your strengths that allow you to get a better job position.

Attract, engage and retain the best talent. Here are solid employee engagement ideas for driving a fully engaged workforce and a lasting corporate culture.

Engaged employees are those who feel an emotional connection to their organization, which influences their behaviors and the effort they put into their jobs.. Employee engagement is influenced by the nature of the job itself and by working conditions.. Employees who shine at their jobs, like their jobs.. One way to show respect is to make sure employees have all of the resources they need to do their jobs.. Consider hiring someone responsible of employee engagement and culture in your organization.. That person can study your company and staff and make suggestions as well as implement steps to improve employee engagement and corporate culture, track progress and measure results.

Performance and development employee goal setting examples that illustrate the best practices of setting meaningful, attainable goals.

Performance goal setting plays a role in everything from employee engagement to team alignment to retention.. And helping your employees set goals not only helps them reach their full potential, it also helps you hit your organizational goals and objectives.. Measurable: The employee either does or doesn’t take the class, making goal achievement easy to measure.. Relevant: Seminars are a great way for employees to stay up to date with the trends of their area of expertise and meet new people that will become part of their professional networks Time-based: The employee must attend a conference before the end of the year.. If you want your employees to successfully hit their goals, those goals need structure.. Employee goals need to feel relevant both for the business context and your team member’s professional aspirations.. When you set goals with employees, look for ways to align their personal motivators with the team goals .. There are two types of goals you’ll want to work on with your employees: performance goals and development goals.. While performance goals help your team achieve and hit specific benchmarks, development goals help employees grow.. When you book your employees, let them know ahead that you want to set individual goals with them that align with the team goals.. With Officevibe’s one-on-one meeting software , not only can you work with individual employees to set goals, but you can also set goals for your entire team.. And now that you understand how to use SMART goals to empower your employees (and have these employee goal-setting examples to get you started).

Looking to boost morale while improving business results? Discover 19 ways to encourage employees to engage in impactful professional development.

Taking the time to provide training on specific skills that could use some work can help team members become more proficient at their jobs — which can ultimately help them see how further development can benefit them.. Make it easy for employees to set aside time in their schedules for professional development by establishing a regular time for training sessions.. All of this learning and growing should be shared!. A peer mentoring program can do a lot for your business and your team, from providing a powerful employee training resource for newbies , to building employee loyalty and fostering a culture of belonging.. Set aside a budget for outside development activities and invite employees to attend classes or conferences focusing on essential skills that are linked to your industry or their area of speciality.. Afterwards, provide opportunities for employees to share what they learned with their peers.. Joining professional organizations specific to your company’s industry or employees’ occupations can be a great way for employees to grow and develop as professionals.. Building a strong business network beyond professional organizations can also promote employee development.. While engaged in business networking, employees will meet other professionals in the local area, which can help them bond with potential customers, possible suppliers, or prospective employees while growing as professionals.. Look at awarding job title changes after completion of certain types of training (along with any other key indicators as needed).. Be a role model for your team by actively participating in learning opportunities yourself — this could allow employee development to become the norm at your company.

Improve employee morale and create a fun culture that boost employee engagement by trying these fun training events and activities that will keep employees smiling and learning together.

Host a Collective Day of Fun - Ask each team member to choose their favorite activity and spend a day trying a variety of hobbies.. Maybe you start off with coffee at a teammate’s house in the morning while you go over the plan, then go bike riding through downtown or skateboarding at a skate park, eat at a new restaurant for lunch and have everyone try a new food, learn to play a new sport or a popular video game, plan an office prank, do a DIY craft from Pinterest or learn something new from a YouTube tutorial.. Make a full day out of it with a few hours of structured team time and then offer free time for the rest of the day.. Make it easy for team members to order and pick up food with daily office meal options or a food service.. Office Perks Account - Allow your employees to pick which perks they want and spend through a Lifestyle Spending Account, an employer-funded account for team members.. HR teams or C-level teams set up these accounts and have employees log in and personalize them so they can use company perks to improve their lives.. Incorporate Animals - Go back to childhood joy as you take your team to the local zoo or aquarium for a day of team fun.. In addition to employee satisfaction, it is incredibly important for companies to provide fun ongoing learning and development opportunities for employees.. Cross-Functional Teams - Bring people from various teams and organizational levels to serve on strengths-based teams where they can contribute in meaningful ways.. Make these team experiences fun by bringing in food for meetings, starting with an icebreaker and celebrating wins together.. On Demand Learning - Consider offering software demos, social media best practices or employee development portals in video or slide format so employees can reference policies in an engaging and searchable way.

Finding great talent is hard, but what’s even more challenging is keeping the talent you have engaged so they will stay. Unless you continually reinvest in developing your employees with successful on-boarding and ongoing training—helping them reach their full potential—they may leave and you will find yourself back at square [...]

In 2012, Gallup reported that only 30% of employees in the U.S., and just 13% of employees outside of the U.S., feel engaged with their companies.. According to the Wasp small business report , 56% of businesses plan on hiring in the next 12 months while 82 % plan on developing employees more.. Organizations rely on talented and inspiring managers that have the ability to keep employees engaged and that help staff achieve strategic imperatives.. The process of developing employees for greater roles and responsibilities accomplishes two goals: keeping employees engaged and energized about their future with the company and ensuring the organization has a new generation of managers who are prepared to inspire and lead, which in turn increases levels of employee engagement.. Here are eight ways to develop employees, keep them engaged, and increase the probability they will remain with the organization:. Create Individual Development Plans: The first step in developing employees is to create a development plan.. The development plan should provide a roadmap for the employee that includes measurable goals and a realistic timeframe for achieving each goal.. However, to truly develop an employee for a larger role in the company, they need to understand how all aspects of the organization work.. Only using feedback for employee reviews can result in missed opportunities to guide an employee through the professional development process.. Other employee development activities, including training, online learning programs, and coaching are well worth the monetary resource investment dollar.. Whatever the resource, this additional investment is necessary and valuable when it is thoughtfully aligned with the organization’s strategic goals and the individual development plans designed around key talent.. Set the Example: An employee will see the value of the development process when they see their current leadership continue to develop personally and professionally.. It shows employees that development is part of the organization’s culture.. These eight employee development tactics can be implemented within any size organization and will work effectively to shape a company’s future leadership.

Employee development is tough when can't promote your team members. Here are 3 employee growth & development ideas to help you in any situation.

Just because you can't promote anyone right now does not mean you can't develop your employees, providing the growth they crave.. Table of Contents: 3 Employee Growth and Development Ideas When You Can't Promote Them Consider lateral moves Focus on skills growth Tap into their passion. Take a hard look at each of your team member's skills and work with them on ones they can improve.. Your one on ones are the perfect time to work with them on skills growth and employee development.. Not only can you help them grow, but the work can improve things for everyone on your team or even across your company.. Don't let a lack of opportunities for promotion stop you from investing in employee development for everyone on your team.

An effective employee development program depends on a handful of components. Get our tips for creating employee development opportunities that work.

What employee development is Why you should invest in employee development opportunities Best practices for employee development 6 types of employee development opportunities employees want. Employee development should:. That’s where an employee development program comes in.. Of employees who participate in learning and development opportunities:. Empower learning by giving employees opportunities to share what they have learned and practice their skills.

Increasing creativity in the workplace takes time, but here’s how senior managers and employees can all benefit.

Increasing creativity in the workplace takes time, but here’s how senior managers and employees can all benefit from the self-development, fresh approaches and shared ownership that creativity brings.. When an organisation encourages and enables its employees to think beyond the status quo, that’s a tangible display of trust.. A powerful way to motivate employees is to give them a sense of agency and ownership in their roles and tasks.. Increased personal confidence in their skillset and experience can encourage employees to be motivated to challenge themselves to progress as individuals within the company.. That’s less work for you, allowing you to streamline your time management while potentially creating the best solutions all round.. By fostering a spirit of creativity in the workplace, leaders encourage employees to develop their skillset, think like the company as a whole, and take ownership of the creative ideas they propose or collaborate on.. Encouraging a creative atmosphere in the workplace is time well spent.

Employee development is one aspect that should always be of top priority. Here are 8 easy ways to improve employee development.

So, take a look at the following eight ways that you can help improve employee development at your company.. What better way for your staff to develop into the employee that you’re looking for, than to have you, the boss, mentor them?. Encouraging your staff members to work together will enhance their communication skills and allow them to learn more about each other, which could become an asset in the office.. Soft skills are the people skills that employees possess.. Offer training through your company.. Goals are what you’re trying to achieve.. If you don’t believe that your employer trusts you with your job, how motivated would you be to get your work done on time and to the best of your ability?. Not everyone learns the same way.

Effective employee development is a powerful way to attract and retain talent. Here are 10 affordable ways for small businesses to provide it.

And so we give you 10 effective employee development tips to keep your people happy and engaged and growing with and for the business.. They give you and your employees the opportunity to assess their contribution to the company and their own professional development.. You don’t need to spend a fortune on training your employees, developing their talents or teaching them new skills when there is a world of free advice online – just give employees a little time to explore them.. Use both to identify the strengths and weaknesses of your company and improve your effective employee development programs.. Well-designed development programs improve employees’ knowledge base and technical skills; develop managerial and leadership abilities and maintain an overarching focus on interpersonal skills.

Managers and employees need to work together to encourage career development. Here are 10 things companies can do for managers and employee development.

It’s not going to reduce their responsibility, but it allows them to spend more time empowering employees to take the lead in their own development.. Here are five activities that companies should do to develop managers (so they can develop employees.). Most of the time that feedback comes from their manager.. In addition to feedback training, managers should be given the tools to coach and mentor employees in career development (i.e. goal setting, decision-making, etc.). They should ask peers and employees for feedback about their performance so they can develop themselves.. If organizations want employees to have responsibility for their career development, they need to set the expectation early and give employees the tools they need to be successful.. Here are five activities that organizations should do to develop employees (so they can develop themselves.). Work with employees to set relevant, challenging but achievable goals .. You probably noticed that there were some activities that applied to both managers and employees, like values, accountability, feedback, training, etc.. Organizations that want employees at every level to own their career development need to create cultures that engage both managers and employees.. When managers and employees are engaged, managers are coaching employees to perform at a high-level and employees are empowered to take the lead in their development.

Do your employees have a well-organized employee development plan? Use these five steps to help them map out their goals and a motivating career path.

A well-thought-out employee development plan provides your employees with opportunities and clear direction on how to increase their skills and advance their careers.. Before you set objectives for employee development plan, try to align their development needs with your company’s business needs.. Developing internal candidates to bridge the gap between current employee skill sets and skill sets needed for the future would be of great value to the company.. Some of your employees may already have development goals in mind, but don’t know how to get started or if the company will support those plans.. By talking to employees, you can work together to figure out what role your business can play in their plans as well as what opportunities you can offer them.. As you assess your staff, it’s important to remember that there’s a difference between potential and readiness.. For example, Michael may have the potential to become a super star manager, but isn’t yet ready to move into that role .. Or, he may need two to three years of progressively more complex assignments in order to master the project management skills required in the new role.. Keep in mind that not every employee wants to – or should – move into management, no matter how good they are in their current position.. Now that you know what the objectives are, it’s time to figure out how your employee will acquire their new skills.. Will the employee need to take time away from work?. Before the training or new assignment starts, make sure your employees understand why they’re being asked to learn this new skill, what you expect them to learn and how this benefits the company and their careers.. Creating a employee development plans not only helps you make your workforce more effective and knowledgeable, but you can also improve employee satisfaction.

Growth and development is unique to each employee in your workplace.

It's simple: work in tandem with this employee to develop a personalized growth and development plan that will help them reach skill and training requirements for this position, instead of taking the risk of hiring someone completely new and taking the time to train them from start to finish about the role, company and expectations.. When your company takes the time to work with employees 1:1 to determine their current versus desired skill sets, their strengths and weaknesses, and even what fuels their passions so they feel empowered to bring their best self to work each day — the employee is more likely to succeed and grow External Site .. According to the Huffington Post, personal growth and development External Site is the art of your employees finding and morphing into the person they want to become through an exploration of identity, talents, potential, as well as dreams and aspirations.. Through development opportunities within your workplace, you can expect to attract prospective employees, and keep your current employee population motivated, productive and confident.. At the start of the new year, or when an employer begins working with your organization, collaborate with this employee to create a unique personal growth and development plan applicable to their position.. If your business' current personal growth, development, or training opportunities aren’t showing success, consider sending out a survey, or hosting a “town hall” meeting with your employees to gauge the most effective way for them to grow and develop as a person and employee.. Image Description for Personal Growth and Development infographicThe importance of personal growth and development in the workplace.

According to a 2017 Gallup poll, 51 percent of employees are either actively searching for new jobs or keeping an eye on job openings. This likely has something to do with the fact that only a third of American employees are engaged by their work, and only a fifth feel that they’re managed in a way that motivates them. While it used to be common for employees to move up the ranks in their company, now 91 percent of employees report leaving their company the last time they changed jobs. This only proves that it is time to increase employee engagement

While it used to be common for employees to move up the ranks in their company, now 91 percent of employees report leaving their company the last time they changed jobs.. American employees are feeling less satisfied by and invested in the companies they work for, and companies need employee engagement ideas that work if they’re going to retain their talent and develop a high performance culture .. IMAGE: PEXELS Modern American employees vary in their interests and in what they want from a company, and there are many employee engagement ideas out there.. Create opportunities for employees to mentor each other, whether a manager is mentoring a direct report or a more senior employee is mentoring a new hire.. Taking the guesswork out of an employee’s job can improve that employee’s performance and satisfaction within that position, and providing regular positive feedback can provide the employee with a sense of being appreciated.. Rigid dress codes can cause employee morale to suffer; they can cause employees to feel disrespected and robbed of agency and autonomy as well as creating artificial barriers between employees and management.. Employees have numerous demands on their time outside of work, and a workplace that accommodates those demands within reason can improve employee engagement overall.. Flex time, personal leave and allowing employees to set their own hours are all important ways to give employees control over their daily lives and ensure they’re able to focus on work while they’re at work.. Like being flexible with scheduling, providing employees the opportunity to work from home can result in significant increases in satisfaction and engagement.

Videos

1. How to Get People to Work Harder - The Office US
(The Office)
2. What makes a hero? - Matthew Winkler
(TED-Ed)
3. Understand Goal 8: Decent Work and Economic Growth (Primary)
(Participate)
4. 14 Growing Industries of the Future [2022 Edition]
(Intelligent Encounters)
5. Make An Impact - Inspirational Video
(Ben Lionel Scott)
6. How to Write a Business Plan Step by Step in 2022
(Young Entrepreneurs Forum)

You might also like

Latest Posts

Article information

Author: Rev. Porsche Oberbrunner

Last Updated: 07/30/2022

Views: 6062

Rating: 4.2 / 5 (73 voted)

Reviews: 88% of readers found this page helpful

Author information

Name: Rev. Porsche Oberbrunner

Birthday: 1994-06-25

Address: Suite 153 582 Lubowitz Walks, Port Alfredoborough, IN 72879-2838

Phone: +128413562823324

Job: IT Strategist

Hobby: Video gaming, Basketball, Web surfing, Book restoration, Jogging, Shooting, Fishing

Introduction: My name is Rev. Porsche Oberbrunner, I am a zany, graceful, talented, witty, determined, shiny, enchanting person who loves writing and wants to share my knowledge and understanding with you.