Smartest companies lean on talent to stay competitive
It is true that businesses must learn to roll with the punches. But 2020, has landed in some heavy undercuts.
Corporate success in 2020 will be best judged by adaptability and flexibility. Navigating these times require flexibility to deal with unexpected and respond positively to change.
Credence to learning can help organizations meet this tall order. Learning creates conditions for long-term survival and growth. In addition to building future capabilities, it lifts employee morale and boosts productivity. Professional certifications can help you upgrade your talent reserve.
A few thoughts and tips on how to encourage your employees to level up.
Learning for most individuals is linked to major life transactions – the desire for self-renewal, personal growth, or progress on the job. Web these motivators in practices to encourage your employees to learn and get certified.
Challenge them to realize full potential
Willingness to learn is intrinsic. Employees must own their career developments. Mired in the day-to-day responsibilities, all too often they feel disconnected from the organization. A certain level of self-awareness is indispensable if a change is to be brought.
Awaken employees’ curious selves with a stimulating work environment. Question their ways. Appreciate them. Ask about current practices of the organization, problem areas, and remedial actions they deem worthy.
Becoming conscious of their skills talents, and aptitudes, and working toward their true potential can be a huge source of motivation and satisfaction for employees.
Show them the vision of what might be and could be possible. Demonstrate to them the areas where they can grow personally, and communicate the organization’s needs for new skillsets.
Legitimate the need for change
Learning ambitions are hallowed goals, or pep talk at best until translated into policies. Set your need for employee learning and growth in rules.
Lack of time is the biggest barrier to learning. If you want employees to hone their craft or master new ones, create time for them to pursue learning goals. You may divest time from old activities. If plausible, you can ask them to work overtime. The goal is to establish that time allocation patterns have been changed to facilitate learning.
Moreover, providing incentives by connecting employee development to promotion, pay, and status can set learning culture in stone.
Offer financial recourse
Employees with a desire and potential to obtain certification may find themselves stretched too thin financially. Extending financial support and working out a future roadmap with them can be instrumental to get your employees excited about learning.
A variety of methods can be adopted to support workforce financially. Set aside a portion of your annual budget for financial aids. Ensure employee buy-in. Reimburse a percentage of certification costs. However, a large budget is not always necessary. You may also connect with the certifying body for the benefits of enterprise-wide certification.
Going the extra mile by supporting employees through financial aids can foster a deep-seated trust for the employer, earn market goodwill, and create a driven workforce .
Apples to apples
Feedback act as a major motivator in directing behavior. Provide employees with opportunities to apply their new learning and skills in the workplace and compare their predicted and actual development. Also, as a price for improvement, leave the window open for errors, mistakes, and occasional failures.
Constant evaluation closes the loop from fiction to reality and will determine the efficacy of your learning culture. Provide timely, and unvarnished feedback, based on your evaluation. Development becomes very likely with constructive feedbacks as facts are difficult to deny, and create thrust to improve.
Drive for excellence often creates a domino effect. When one begins the journey, others follow, creating flexible and adaptable talent with a broad vision, and fresh breath of novel ideas for the organization.