Employee development is a bit trickier than it’s ever been before, thanks to the perfect storm of factors including more complicated tech, increase in soft—and harder to measure—skills, and a generationally diverse workforce.
While many companies are making some effort to evolve their processes with the times, many just aren’t there yet. According to Brandon Hall Group, 46 percent of companies surveyed haven’t changed any employee development processes in the last 12 to 18 months.
For those companies that need to evolve their employee development approach, here are some surefire ways to miss the mark in motivating, engaging, and retaining employees:
1. Not Asking Employees for Their Feedback
Companies are getting on board with providing continuous feedback to employees in the form of regular 1:1 meetings. But when it comes to asking workers to provide feedback, there is much to be desired.
Since your people are your greatest asset, why wouldn’t you enlist their thinking and views on just about everything your company is up to?
Fortunately, there are many ways to get feedback that will drive positive impact. Collecting this valuable intel can be as simple as:
- A manager asking for candid feedback on their performance during a 1:1 meeting
- Enlisting peers to provide a skill assessment for another member of the team
- Conducting engagement surveys to discover what your company is doing right and which areas need a little work
2. Not Taking the Time to Properly Train Managers
There’s no denying the link between voluntary turnover and employee-manager relationships—it’s to blame for 75 percent of workers peacing out (and not always peacefully). While personality overhauls are probably against HR policies, there are ways to strengthen the ties that can mean the difference between workers with their heads in the game and those with one foot out the door.
Train managers in how to better manage their direct reports and everyone wins. A little structure and encouragement can go a long way. Create an online course to help new and seasoned managers become more effective in how they conduct 1:1s, provide constructive feedback, and engage with their teams on the regular.
And to really ramp up productivity and effectiveness, empower managers with robust employee development software that helps them stay on top of all these initiatives with ease.
3. Opting Out of Employee Recognition
Employee recognition doesn’t have to be a big or even expensive undertaking. Sometimes, just a simple, “great job” is all it takes to motivate employees to keep crushing it day after day, at least for the 69 percent of workers who said they’d work harder if their work was recognized.
Today, everyone is overwhelmed, overworked, and overconnected, making it easy for small and large wins to slip through the cracks. By implementing employee development software that combines the visibility of tracking worker wins with the consistency of regular 1:1s, you’ve got yourself a recipe for providing employee recognition while it’s still relevant.
4. Limiting Employee Input on Self-Evaluations
It seems obvious that worker input on their own performance would be a welcome component of the performance review process. But this input needs to go well beyond the typical fill-in-the-blank self-evaluation form.
In a webinar hosted by Brandon Hall Group (BHG), “Performance Management Isn’t Going Away: It’s Transforming,” BHG revealed some surprising statistics. Organizations that use a free-form self-assessment instead of a mandated form were:
- 2.5 times more likely to see increased employee retention
- 52 percent more likely to see increased productivity
- 50 percent more likely to be involved in development opportunities
- 44 percent more likely to see an increase in employee engagement
Workers want to be heard. Isn’t it about time we made it easy for them? This could be as simple as creating a free-form survey and using that as a platform for sharing thoughts on their own job performance.
5. Not Leveraging Employee Development Software
You can’t measure what you don’t track, and you can’t improve what you don’t measure. Setting SMART goals is an essential first step, but temperature checks need to be conducted regularly to ensure no one strays too far off course. The best way to handle all of these moving parts and pieces in addition to the daily tasks at hand is to implement employee development software.
While managers are still on the hook to provide ongoing and constructive feedback, employee development software like Bridge can help streamline the process by providing:
- Record keeping
By combining solid employee development best practices with intuitive software, you’ll be well on your way to improvement in no time. Dig a little deeper and learn how workforces, when combined with training and innovative processes, have the potential to drive employee retention, engagement, and sentiment—which help drive a company’s strategic initiatives.