Happiness is not about being at home. Is happiness at work? Are people really in a hurry to get to their offices every day and are happy about it?! Analysts believe that mostly people go to work to develop.
But then you just put your development books on every desk, in the dining room, in the waiting room, and everyone will be happy! But it doesn't work that way. Laziness and procrastination prevent this approach from being used successfully. But it is also impossible not to take measures for the development of employees. If a person does not develop, he mentally “quits”. He goes to work but doesn't work. Let's figure out what and how to invest in employee development.
1. Mentoring
Not only smart books and reference books can develop an employee. A mentoring system, involvement in achieving an overall result, involvement in cross-qualification processes (even if it is additional work) is well suited for these purposes. High-quality study of personnel, competent formation of tandems "mentor-trainee" will provide a qualitative growth of the entire team.
2. Internal Communications
The company should clearly define how and through what communication channel employees should communicate on a particular issue. For example, for current tasks - corporate chat, for important issues - Viber or WhatsApp, for planning tasks - email, for urgent issues - a mobile phone. Informal communications allow the company to have clear channels of information exchange, including for joint work on projects (using social networks, instant messengers, chats for employee communication).
3. Working Groups
The formation of teams based on the principle of heterogeneity has shown its effectiveness. Groups, where people differ in age, gender, marital status, attitude to religion and other characteristics, tend to
work more productively. To avoid protracted disputes and pulling the blanket over themselves, such teams should have one manager who manages a single work process. It is worth introducing the practice of project teams that gather to solve a particular problem, and after its completion, they are disbanded. Each time in different teams, the same people can play different roles.
4. Adequate Regulations
Companies often have overly strict requirements and norms. Moreover, such rules, at times, are devoid of any validity. It is worth analysing where you can abandon strict policies and procedures: not adhere to the dress code for people outside the front line; do not write a bunch of papers to get a tube of glue from a warehouse; do not come all at the same time, if it is not necessary.
5. Personnel Changes
In many companies, the career ladder is built from the bottom up in the old-fashioned way. But employees look not only at vertical careers, but horizontal movement, including geographic movement. An employee sometimes even agrees to a lower position in an attractive region for himself. And he considers this to be his professional growth and the positive development of his career.
6. Internships
The use of internships is still very underestimated. Personnel officers are waiting for the employee to show all the necessary qualities for the planned vacancy, and only after that the appointment follows. Provide an opportunity for a potential candidate to work in a new position, in that force, under the guidance of an experienced mentor. Provide him
rto training resources and
let him feel the burden of responsibility, to understand how much he likes the new job. All this ensures his quick adaptation and reduces the number of mistakes in the future.
7. Communication Within The Team
Collaboration implies the ability and willingness of each employee to enter into communication with colleagues at different levels, both horizontally and vertically. Sometimes, when implementing this approach, the question may arise: "How to work with people who do not want to communicate?" People are always ready to communicate, you just need to choose the method of communication that suits them. Perhaps, some should not be approached in person, but via emails, chat and modern technologies. It will be convenient for someone to draw joint schedules with you in the program, while others will receive from you a paper sheet with tasks for the day. There is no need to reeducate people - it is painful and useless. It is better to find a suitable way to communicate with them.
Conclusion
Success and growth in any company depends on the team. You can endlessly improve the product, but without a close-knit team, it will soon fail. Competitors can copy your new product in a few days, but if you create a quality team that cannot be copied, you will always be one step ahead in your market. You can “buy” human time, you can “buy” an entire employee from 8 to 16 or even more, but you cannot buy their involvement and presence in the company. That is why you need to constantly invest in your employee development.
