#01
Review your
business needs
To
understand the best way to nurture and develop your staff, look at your
business's strengths and weaknesses. That way, you can develop your workforce
in line with your objectives. It can be hard to pick away at traditions
ingrained into day-to-day practice, but forcing yourself to be critical allows
you to see how people could benefit from additional training.
#02
Map out
existing gaps
Once you've
analysed your current skills set and established where there are gaps in your
workforce, you can figure out how best to fill them. Work with an expert in
learning and development to put a plan in place to develop your staff.
#03
Involve your
team
When
providing training for your staff, include them from the onset so that they
understand why it's happening and can feed into the plan. If training is thrust
upon them, people may deem it unnecessary and be uncooperative. However, if the
workforce feels involved in the development of the training programme, you'll
be in a stronger position when the training kicks off, or once you bring in new
apprentices.
#04
Be aware of
different learning techniques
Everyone
learns differently. Some prefer a practical environment, some are more engaged
in group projects, and others respond well to going off by themselves. It can
be very demotivating if people feel that they're failing or falling behind in
their training when the answer could simply be to try a new learning technique.
#05
Get the
right information
A range of
funding options is available for businesses wanting to train their staff, and
it can sometimes feel like a maze of information. A learning provider can offer
advice in this area. For example, GBSH Consult Business Acceleration Academy
has created guides for employers explaining how to employ an apprentice. Many
businesses find establishing an apprenticeship scheme or training programme
daunting, so use a learning provider who works closely with employers to ensure
apprenticeship programmes meet specific business requirements, deliver high
quality training and provide a clear progression route.
#06
Mentors matter
Assign each
new starter with a personal mentor or designated 'go-to' person to ensure they
have someone to turn to for guidance. Backing people from within an
organisation is crucial to improving staff retention, motivation and
productivity.
#07
Goals and
objectives
Everyone
needs goals to work towards — without them there's no way of measuring staff
development or incentivising a workforce to go beyond what is expected of it.
Giving staff targets mapped against the business's objectives provides an
ongoing checkpoint to ensure everyone works together towards a common goal.
#08
Recognise
achievement - Reward and Recognition
Understanding
the nuances of how individuals respond to feedback can take a bit of practice
but one thing's for sure — everyone likes to hear when they've done a good job.
If you really want to develop your staff, tell them when they do well and share
their success.
#09
Is it working?-Monitoring and
Feedback
As part of a
commitment to nurturing staff, it's important to review the processes, training
and targets you've put in place and analyse whether they're working. Staff
satisfaction surveys and peer reviews are crucial. Speaking to managers about
staff development will also give insight into the successes of the development
programme. If something isn't working, consider changing your tactics or your
approach.
#10
The bigger picture
Review
business objectives regularly so that you can continue to implement an
effective plan to train and nurture staff. After all, training is critical to
business success; it provides you with the skilled workforce you need to boost
productivity and growth, whilst helping people of all ages gain hands-on
experience, guidance and qualifications.
GBSH
Consult’s goal is to help companies systematically and efficiently enhance
their negotiation strategy and organizational and operational capabilities in
order to achieve or maintain the leading position in the rapidly changing
business environment. Follow us on twitter @gbshconsult
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