Employee development refers to the practice of improving your employees' existing skill sets, helping them learn new skills, getting them used to new systems, or preparing them to take on new, more demanding roles. It differs from employee training in that development is a long-term investment aimed at growth, whereas training centers on immediate skills acquisition for specific functions. Because it's an investment, you may not see the returns on employee development until much further down the line, but if you do it right, you can set up both your company and your employees for advancement.
Why is developing employees important?
The importance of developing your employees lies in the need to close the gap between doing their job and being capable of growing in their role in the company. Employee development equips them not only with a broader and stronger skill set but also with the mindset to improve themselves as needed.
In turn, investing in your employees' growth and development allows your organization to realize certain benefits, including but not limited to:
A stronger, more flexible workforce
A workforce with more and better skills and the means to self-improve is more capable of hitting targets and advancing your organization toward its goals. With this knowledge, your employees can expand in their current positions and potentially take on leadership roles in the future. They will become more flexible in that they can take on a variety of responsibilities, allowing your organization to realize more value from each of its members.
Increased productivity
The stronger an employee's skills and professional knowledge, the more capable they are of doing their job well. They're also more likely to be confident in their ability to perform their job, which is an important psychological aspect of productivity. It follows, then, that providing more employee development opportunities would allow your organization's workforce to complete its work both in larger volumes and with greater accuracy.
Increased engagement
When your employees have access to development opportunities, it helps them feel that you value their growth and want to see them succeed. As noted on Wharton Online, this can improve engagement by improving employees' satisfaction with their work, motivating them to be more productive, opening up possibilities in their work through new knowledge and skills, promoting loyalty, and pointing to brighter professional futures.
Higher retention
That increased engagement also makes employee development one of the most effective retention strategies you can implement. According to the Better Buys survey, access to employee development correlated with a 34% higher retention rate compared to those who lacked such opportunities. Moreover, 75% of employees who had development opportunities were likely to stay with their employer for another five years.
Enhanced employer brand
Being known as an employer that invests in its members can benefit your reputation among jobseekers. In general, people want to work for companies that support their career trajectories, which is what employee development does. Therefore, by establishing an employee development program, you may begin to attract a broader pool of top-tier talent that can further bolster your organization.
"Employee development equips them not only with a broader and stronger skill set but also with the mindset to improve themselves as needed."
11 effective strategies for developing employees
When you feel that your organization is ready to invest in your employees' growth and development, consider these 11 effective strategies to get your program up and running:
Begin with training
Though we've established that development and training serve different purposes, having a robust training program can streamline your later development efforts. It helps set your employees' confidence and competencies at a higher level so that future development comes easier for them.
Be an example
A good leader sets an example that others can follow. Emphasize that you and other members of the leadership are also taking advantage of development opportunities. Seeing this, your workforce is more likely to see the value of employee development and buy in accordingly.
Assign active roles to first-line managers
First-line managers are in a unique position to provide valuable insight into the development of staff. Because they work directly with both senior leadership and non-management employees, they understand the needs flowing from all levels of the organization.
Work with your employees to set individualized development plans
Employee development should incorporate SMART goal setting, in which each objective is:
- Specific
- Measurable
- Achievable
- Relevant
- Time-bound
Creating development plans tailored to the individual addresses the "specific" and "relevant" components of the SMART framework. Use the insight provided by your first-line managers and input from individual employees to determine what development opportunities would work best for each member of your team. Discuss these opportunities with the pertinent employees to predict challenges and address achievability.
Specify metrics for success
Now we address the "measurable" and "time-bound" components of the SMART framework. Setting performance metrics and a time frame helps determine whether an employee has achieved their goals. It can also motivate them, as they're aware of a specific deadline and the milestones they must attain to succeed.
Establish a coaching or mentoring program
Having the guidance of a more experienced member of the organization can keep an employee from feeling overwhelmed as they strive to meet their development goals. Should they plateau or feel uncertain about how to proceed with their development, they can turn to their coach or mentor for guidance.
Try lunch and learns
The idea behind a lunch and learn is to combine professional development with socialization. This is a voluntary session or presentation, often where the employer provides food, when an expert or senior staff member engages the attendees in a learning opportunity relevant to their job or development goals. The socialization aspect allows employees to feel comfortable asking questions so they can learn from one another as well as from the speaker.
Rotate jobs
Job rotation refers to the practice of having your employees try on different roles throughout their employment. By undertaking new sets of duties over time, they gain exposure to different responsibilities, learn new perspectives, and exercise what they've learned from formal development sessions.
Cross-train
Cross-training is similar to job rotation but is more targeted. The idea is to shift an employee temporarily into a department or role for which they may qualify in the future with enough development. It also exposes them to a new environment within the workplace, allowing them to grow acclimated to unfamiliar processes, systems, and team members.
Use simulations and stretch assignments
A simulation entails re-creating a scenario in the workplace and having your employees devise a solution, which allows them to exercise leadership qualities such as problem-solving, teamwork, and communication.
Once they show sufficient competency in the simulations, try giving stretch assignments, in which you allocate work that's just beyond an employee's capabilities. For employees, stretch assignments are an opportunity to use what they've learned in the simulations and strengthen their real-world abilities through practice.
Offer regular feedback
Meet with your employees regularly throughout their development to discuss their professional journey and provide feedback about their progress. This can help them stay on track toward their goals and provide an opportunity to discuss their future with the company.
The development journey takes a great deal of observation, analysis, and effort from all parties. As a leader, you should identify the best opportunities for individual team members and ensure they have the resources necessary to achieve their goals. The journey may be challenging, but your organization and your employees stand to realize tremendous growth and satisfaction because of it.
More tips about improving and engaging your workforce
When developing your employees, you may want to improve their existing skills or teach them new ones. It's important to know the advantages of each choice to decide which one is right for your organization.
One of the key advantages of employee development is that it can mobilize internal talent. Should you choose to promote from within, you'd do well to know some best practices.
Improvement often starts with setting the right goals. As a leader, you should understand your employees' needs and capabilities so you can appropriately direct their career trajectories.
